How to cut off the cutting.

Industry recession, operating losses, gift companies to survive, must first let some employees "die". The resulting strategic layoffs are inevitable, but cutting the knife will require a certain level of technology.

In general, layoffs can generally be divided into three categories, namely, economic layoffs, structural layoffs and optimization of layoffs. Among them, economic redundancy is due to market factors or business mismanagement, resulting in serious business conditions, profitability decline, enterprises face the crisis of survival and development, in order to reduce operating costs, enterprises are forced to take layoffs to alleviate economic pressure. Structural redundancy is due to the business direction of the enterprise, the provision of products or services have changed, resulting in the reorganization of internal organizations, separation, withdrawal caused by the focus of layoffs. and the optimization of layoffs is the enterprise to maintain the quality of human resources, according to the results of performance assessment to dismiss those poor performance, can not meet the needs of enterprise development staff behavior.

For the enterprise, only change is the theme that will never change. The change of enterprise should be a kind of normality, it is a continuous process. The transformation of management strategy, the change of organizational structure and the reorganization of production process are all important components of enterprise change, which reflects the change of human resource structure, and thus becomes the inducement of layoff behavior. Although this is true, but layoffs are still a way to make it easy for anyone to get up the topic, regardless of the enterprise or staff, is a very helpless thing.

Rationally speaking, the economic recession, operating losses, the company to survive, let some employees "die", "abandon the handsome", but also the last resort, is no way. Liu has said that it is impossible to do business without layoffs, because the elimination can ensure the normal development of enterprises. But when a company must face layoffs, it should be more understanding and care, less indifference and order. Think about it, they have been your employees after all, they have for your business has paid blood and sweat. Should try to do a good job of soothing, as far as possible to give compensation, special budget. Instead of taking evasive attitudes, we hope to spend as little money as possible to solve the problem. So, as a business, how to do a good job of strategic layoffs?

Expert advice

Kai-Fu Lee Weibo proposed redundancy proposals: 1 The standard must be fair and consistent, 2 the employee is interviewed by the boss personally, 3 each manager receives the training, the company provides the possible question and answer, avoids the legal risk, 4 should take into account the staff self-respect, avoids criticizes the debate conflict, 5 gives the being cut the staff reasonable treatment, but lets them leave as soon as possible, 6 The retention of staff will also be traumatized (compassion, sadness, worry), need to explain communication, express comfort and attention.

Phoenix New Media Human Resources director Sun Yan that layoffs often occur in the face of restructuring or strategic adjustment period, in this period of enterprises, all need to consider from a pluralistic perspective, to see how the next development of enterprises will be better. In the process, layoffs are likely to be one of the measures of cost control or optimization, and companies need to prepare four steps before making layoffs. The first step, managers (including HR personnel) to jointly identify the purpose of corporate layoffs is what? It is also important to consider whether the strategic goals of the enterprise must be cut to achieve the goal. In fact, many companies cut off very directly because of the high cost of personnel, or poor profitability, the solution to layoffs, although it seems the most straightforward, but whether it can really solve these problems, it needs careful consideration and careful calculation. The second step is to delineate the number of people who have been laid off. In the law, layoffs are strictly limited behavior, not the enterprise and staff negotiate the termination of labor contracts, or enterprises unilaterally terminate the labor contract can be called layoffs. Enterprises should pay special attention to compliance with relevant laws and regulations, such as female employees in pregnancy, production, lactation and so on. At the same time, for some experienced skills are very rich in the company's loyalty, can do the transfer arrangement of staff as far as possible not to be included in the scope of layoffs. The third step is to prepare a comprehensive redundancy plan. The cost of layoff is not only the economic compensation cost stipulated in labor law, but also the extra cost caused by the layoff of other employees. In the formulation of layoffs, enterprises should be more from the staff point of view. Staff compensation in the scope of layoffs must be strictly in accordance with the labor law, should not blindly consider cost savings, there is a fluke mentality. At the same time, as far as possible in the company's system to give the employees a certain choice of employment opportunities. In addition, the company's plans to lay off workers also have to consider the question of the comfort of the staff left behind. Experience layoffs, speculation about the possibility of being left behind, work together with colleagues to "be quit", to stay the staff will form a certain impact. How to maintain the enthusiasm of this part of the people, how to make them understand the future direction of the company is to be considered before the enterprise layoffs. The fourth step, the enterprise layoffs to follow the correct process. Before downsizing must be done very complete process planning, including legal aspects of the process and internal communication and procedures to deal with the process must be conceived in advance, in the context of legal compliance must be humane, reduce the psychological burden of the staff.

Teng Lanfang, a consultant for management consulting, said the number of layoffs to make the enterprise out of trouble, the best plan for a clear implementation, but also to take into account the downsizing strategy, release what kind of news, how to guide, the positioning of the event to be clear, full emphasis on environmental factors, the problem can not be attributed to the individual employees, Try not to hurt the feelings of employees, how to release the message, who issued, how to control the message not overwhelming, control the negative impact and so on. To take into account the layoff plan, who was cut, those who stay will need to be carefully considered, and the compensation scheme for the employees must be carefully decided, and pay attention to fairness, at this time the fairness is more important than the normal salary, but also to take into account the relief of the staff and the future career development guidance questions, Pay attention to the staff and staff members of the psychological counseling work, to avoid vicious events; for the personal career development of employees, it is necessary to recognize the negative impact of business reasons, it is best to provide a detailed guidance plan for their future development. Finally, consider the question of psychological help left to the staff, experience of layoffs, speculation about the possibility of being left behind, colleagues who work together to "be separated", to continue to stay in the workforce are very big impact, how to maintain the enthusiasm of this part of the people, how to maintain this part of the loyalty, but also must be taken into account.

Chairman of Beijing Teng da headhunting company Jingsuch, president of the international Human Capital Network, said that when companies decide to lay off workers, they should first consider the way out of their employees, identify them in advance, classify the employees, which employees can find work by themselves, which employees have been recommended, or help to find a job, It is more difficult for the employees to find a job and to consider their way out. The enterprise is really responsible for the employees, that is, in the recruitment of staff, should think of his development prospects, in the enterprise business risk, need to lay off, for the sake of staff. Secondly, from the emotional aspects of the staff, business and employee feelings, employees struggle for the enterprise, the enterprise is emotional, so the enterprise in the layoffs, if you can take into account the feelings of employees, will not continue to appear violent layoffs. Third, when companies lay off workers, they should give the economic compensation stipulated in the labor law.

Precautions

Gift companies layoffs are a very difficult decision, and leaders need to see clearly the price to pay for it. If we can think carefully before we decide, we believe we will be able to reduce or eliminate some unnecessary problems. Here I would like to remind companies to pay attention to some of the problems in layoffs.

Pay attention to flexibility and humanization in the process of downsizing, enterprises often take a high degree of secrecy beforehand, short time to quit the interview, limited short-term turnover and other measures. These lack of flexibility and humanization of the implementation of the way will inevitably lead to the intensification of layoffs, employees lose confidence, or even provoke resentment or disputes.

"Aftercare work" to deal with the interests of employees is easy to be trampled in the process of layoffs and neglect, and even let employees leave, regardless of asking. In cases where businesses cannot protect their own interests, it is easy for workers to breed hostility, and businesses are vulnerable to a lack of moral reputation and damage to their reputations.

Choose the right time for layoffs. Some experts believe that layoffs are not bad performance when the passive behavior, contrary to traditional understanding, gift enterprise Performance Rising period may be the best time to lay off. Rational layoffs during the ascent period can avoid the complications such as the accumulation of redundant personnel and the decrease of the efficiency, and reduce the cost of layoffs and reduce the risk of layoffs.