As the economy struggles, an increasing number of HR executives are being asked to equip their companies with fast, effective and efficient downsizing strategies. It is, of course, tremendously stressful for the HR executives, businesses executives, and the employees sitting on the other side of the table when news about a layoff is delivered.
If a major organizational change comes your way, don’t forget that employee assistance programs (EAPs) aren’t just for employees. They can help ease the landing for everyone if used strategically.
For one thing, EAPs can help HR executives design a plan that meets the organization’s objectives while treating employees with compassion, consideration and respect. That plan may include transition tactics, having an EAP counselor on hand to help mitigate the downsizing effort and extending EAP benefits to the departing employees at no cost to them.
In fact, extending your EAP benefits for up to 18 months may be one of the most rewarding tactics you deploy – because it’s extremely cost effective (costing far less than other employee benefits) and helps to resolve potential conflicts before they escalate.
Offering an extended EAP and helping employees understand the value and benefit of it beyond their employment is an important measure that is often overlooked. Not only does the EAP help minimize the risk of employee retaliation by allowing them to “vent” natural emotions like shock, resentment and denial to a trained, qualified third-party source that respects their situation, but it helps them come to terms with the change. The EAP can also help former employees refocus on potential growth opportunities and next steps by guiding them through development of a personal transition plan and providing resources for job searches, retraining and education.
When it comes right down to it, no one wants to get pushed out of a plane without a parachute — not a business and not an employee. By planning ahead and developing a smart strategy that keeps the welfare of employees in mind, organizational change has a much better chance of hitting its target with a soft landing.
Call your EAP when you see change coming.
Tags: downsizing, downsizing strategies, layoffs, workplace retaliation
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