Hi Friends,
Like everyone else I suppose, we're kind of stressed about our business. We've had to cut hours, and of course, everyone worries that we'll have to lay off some people. Naturally, the rumor mill is operating overtime and there's lots of grumbling. What can we do to get back to the generally positive and cheerful workplace we used to be?
Regards
Abraham
From Saudi Arabia
1Like everyone else I suppose, we're kind of stressed about our business. We've had to cut hours, and of course, everyone worries that we'll have to lay off some people. Naturally, the rumor mill is operating overtime and there's lots of grumbling. What can we do to get back to the generally positive and cheerful workplace we used to be?
Regards
Abraham
From Saudi Arabia
You must keep engaged employees in some kind of projects and ask their day to day feed back or progress, so that they shall not have time for this.. Empty mind devils house. Rashid
From Saudi Arabia
From Saudi Arabia
Dear Freinds, Anybody else would like to add....please I am not convince with Ash (Sorry Madam) reply because that was debate and no conclusion can be drawn from such debate. Abraham
From Saudi Arabia
From Saudi Arabia
No problem ABraham, u need not have to feel sorry :-)
I am only thinking what else can solve ur query.
One thing I can tell is - Ypu need to have a discussion with ur employees, all of them together and cover a few of teh following:
Let them know that the company values their presence and looking forward to make it a mutually beneficial relation
Please let them know why the lay off took place - and you could tell them its for protecting the current growth of business and the current top talent
They need not have to worry abt their growth becos, the Employer has a good and strong career plan mapped out (U may have revised responsibilities rite? so talk to them abt it)
And - keep encouraging and appreciating contributions. A simple email from the HR can make their day..
And motivate them to be cheerful, send birthday wishes, greet them with a smile. Acknowledge their work...these are priceless things u can do to make it better.
Another point - never deal Negativity - with Negativity... that can turn injurious. That is, if there is a negative atmposhere - try changing it with positive ideas. If someone is angry and frustrated..u too shuld not treat them with anger and frustration, just smile and talk it over :-)
Anyways, lets c what others have to say abt this.
From India, Madras
I am only thinking what else can solve ur query.
One thing I can tell is - Ypu need to have a discussion with ur employees, all of them together and cover a few of teh following:
Let them know that the company values their presence and looking forward to make it a mutually beneficial relation
Please let them know why the lay off took place - and you could tell them its for protecting the current growth of business and the current top talent
They need not have to worry abt their growth becos, the Employer has a good and strong career plan mapped out (U may have revised responsibilities rite? so talk to them abt it)
And - keep encouraging and appreciating contributions. A simple email from the HR can make their day..
And motivate them to be cheerful, send birthday wishes, greet them with a smile. Acknowledge their work...these are priceless things u can do to make it better.
Another point - never deal Negativity - with Negativity... that can turn injurious. That is, if there is a negative atmposhere - try changing it with positive ideas. If someone is angry and frustrated..u too shuld not treat them with anger and frustration, just smile and talk it over :-)
Anyways, lets c what others have to say abt this.
From India, Madras
Thansk Abraham,
Well, all the above statements were derived from my first post to you - which u ignored saying its just a debate.
Look at it again - it has messages from experience ppl. Its left for us to interpret and do an analysis based on what they suggest.
In HR- we dont have ready made answers.
Oh yess... just read ur post - on letting ppl know that they have wierd answers and only if it were a paid one would anyone give u a quality answer.
Thats not quality - that is spoon feeding.
Let me see if there are consultants hungry for money and give "ready made solutions"
No offence!
If so - just contructive feedback.
From India, Madras
Well, all the above statements were derived from my first post to you - which u ignored saying its just a debate.
Look at it again - it has messages from experience ppl. Its left for us to interpret and do an analysis based on what they suggest.
In HR- we dont have ready made answers.
Oh yess... just read ur post - on letting ppl know that they have wierd answers and only if it were a paid one would anyone give u a quality answer.
Thats not quality - that is spoon feeding.
Let me see if there are consultants hungry for money and give "ready made solutions"
No offence!
If so - just contructive feedback.
From India, Madras
Asha
I don't agree with your opinion on consultants. The consultants are the people who will look in to your watch and tell you the time, I have seen so many consultants they will give you "Gnan" but we want the Gnan with way forward ie execution part hence I suggest Abraham to sit with their HODs / line supervisors and understand who are the negative minded people, over all in an industry there will be 5% of negative minded and work escapers will be there, if the management don't take any action against those people over a period of time the number will be 95%. If Abraham won't take the inputs from the line managers and HODs then they won't take ownership, once obtained inputs from the HODs the start action. First of all with all HODs even if it is possible the COO should address all the people and communicate his expectation along with the present business trend (recession) and people are unable to pull their socks then it will be difficult to continue. If unionized workmen are there then to this extent once letter to be shooted to Labour and factories department and obtain acknowledgement and display in notice board, this makes lot of difference. Once this is completed, send individual letters to their home / spouses about the presernt scenario in the organization. Take action on indiscipline, recognize & reward the good work.
For all this you have to have patience otherwise you will become patient, it may be a six months process.
Once again my appeal to Mr. Abraham is don't look for ready made solutions, the satisfaction what you get after struggling is phenominal.
Regards - kameswarao
From India, Hyderabad
I don't agree with your opinion on consultants. The consultants are the people who will look in to your watch and tell you the time, I have seen so many consultants they will give you "Gnan" but we want the Gnan with way forward ie execution part hence I suggest Abraham to sit with their HODs / line supervisors and understand who are the negative minded people, over all in an industry there will be 5% of negative minded and work escapers will be there, if the management don't take any action against those people over a period of time the number will be 95%. If Abraham won't take the inputs from the line managers and HODs then they won't take ownership, once obtained inputs from the HODs the start action. First of all with all HODs even if it is possible the COO should address all the people and communicate his expectation along with the present business trend (recession) and people are unable to pull their socks then it will be difficult to continue. If unionized workmen are there then to this extent once letter to be shooted to Labour and factories department and obtain acknowledgement and display in notice board, this makes lot of difference. Once this is completed, send individual letters to their home / spouses about the presernt scenario in the organization. Take action on indiscipline, recognize & reward the good work.
For all this you have to have patience otherwise you will become patient, it may be a six months process.
Once again my appeal to Mr. Abraham is don't look for ready made solutions, the satisfaction what you get after struggling is phenominal.
Regards - kameswarao
From India, Hyderabad
Dear Kameswarao,
I really dont support teh idea of goin thru a consultant...but you must have seen the post by Abraham.... on sayign that citehr will give quality inputs if it were a paid service.
That was - really bad.
From India, Madras
I really dont support teh idea of goin thru a consultant...but you must have seen the post by Abraham.... on sayign that citehr will give quality inputs if it were a paid service.
That was - really bad.
From India, Madras
Hi Ash,
I made this comments only to support citehr and bring something new as service provider for some good professional and experinced profesional on board from various stream of HR.
I did not intend to rate cirehr nobal cause inferior just because I made some exclusive remarks to improve. Improvement and enhamcement is part of our life and there are many ways and means I only suggest one of them.
Inadvertently, if I hurts anyone I apologise for this.
Regards
Abraham
From Saudi Arabia
I made this comments only to support citehr and bring something new as service provider for some good professional and experinced profesional on board from various stream of HR.
I did not intend to rate cirehr nobal cause inferior just because I made some exclusive remarks to improve. Improvement and enhamcement is part of our life and there are many ways and means I only suggest one of them.
Inadvertently, if I hurts anyone I apologise for this.
Regards
Abraham
From Saudi Arabia
Hi
The issue has digressed form the initial query.
To combat negativity, you can have what is known as an Appreciative Enquiry.
It involves sharing and pointing out all things which are going on well.Favourables and positives.
A brainstorming session with employees/ representatives would help garner ideas and more approaches to move ahead in these trying times.It will improve inter-personal interactions and utilise the workforce energies constructively.
Am sure this can banish negative vibes and insecurities. All the best!
Regards
Ayeshwarya
From India
The issue has digressed form the initial query.
To combat negativity, you can have what is known as an Appreciative Enquiry.
It involves sharing and pointing out all things which are going on well.Favourables and positives.
A brainstorming session with employees/ representatives would help garner ideas and more approaches to move ahead in these trying times.It will improve inter-personal interactions and utilise the workforce energies constructively.
Am sure this can banish negative vibes and insecurities. All the best!
Regards
Ayeshwarya
From India
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