Tip 1: Review employee competencies and compensation plans
If a client leaves and your employee is left without a job, consider whether the team member has skills that could be useful in another department of the company: there's likely a task that requires an extra hand. This way, you can retain the employee, unlock their potential in new areas, and optimize workflows within the organization. For example, a marketer could temporarily move to the sales department, and an HR manager could take on some of the responsibilities of a customer service representative.
If your workload is decreasing but you don't want to part with valuable employees, discuss piecework pay with your employees: this could be an alternative to layoffs. Discuss with them in advance that, as soon as the company's situation begins to improve, you will immediately consider returning to their usual pay structure.
Tip 2: Help your employee find a new job
If staff reductions are unavoidable, communicate honestly and objectively to employees the reasons why this measure is necessary. If you know any entrepreneurs or company executives who could benefit from your former employee, be sure to pass on their contact information.
When staff is being laid off, Wunder office managers prepare letters of recommendation and participate in the development of a case study that showcases the specialist's competencies. These materials increase the employee's chances of securing a position at the new company.
Tip 3: Trade personnel with another company
VKRabota and SuperJob allow companies that montenegro telemarketing database cannot provide jobs for all their employees to publish a list of available specialists in the "Candidate Exchange" section. Organizations that are currently hiring can temporarily hire employees from another company.
Everyone remembers the pandemic, when companies laid off employees, and when the situation stabilized, they struggled to recruit and were constantly searching for new talent. The employee exchange model is convenient because you don't have to part with a team member permanently. Once the workload returns to normal, the employee can return to the company.
Conclusion
We are all now learning to live and work by new rules. The main thing is not to panic and to learn as many lessons as possible from these events.
For company leaders, a crisis offers an opportunity to learn how to manage a team when the future is unclear. In such circumstances, it's crucial to pay special attention to communication with employees, listening to their opinions, and being honest with your team.