Unemployment sucks, but for those still working, sometimes the remaining jobs suck even more.
Bosses! Own up and Beware!
If you are one of the Employers out there who are taking crude advantage of your remaining employees after layoffs, beware of the tide that is about to turn.
The economy is showing more secure signs of recovery and there are more employment options opening up.
Many reports are surfacing that predict 2011 will begin a mass exodus of employees looking for a better job. Better start realizing that when conditions are bad, your people will only stay loyal as long as they see no other alternative.
A recent survey reveals 84 percent of U.S. employees plan to look for new jobs in 2011 – up from 60 percent a year ago. Only 5 percent want to stay at their current position.
Don’t wait until they start leaving…
So, those of you budget obsessed employers out there – just how long do you think your remaining employees will put up with the heavier workload, budget cuts, cancelled raises, lousy morale and fear of more layoffs and cutbacks? Should they really be “thankful just to have a job?” Added workloads, extended hours, postponed or eliminated raises and bonuses, and more – not a pretty picture for most employees.
Many who have seen their co-workers laid off have already updated and posted new résumés anonymously on the job boards. They have vowed to be better prepared in case they too are laid off. They are networking – getting the word out they are available if something better comes along. They are tired of bad working conditions no matter how loyal they may have been in the past.
So, what should you do?
Decide the value of those whom you still are employing.
Are you willing to take the chance they will leave? Are you so sure they are still happy enough to stay? Are they going to stay content to keep hearing your excuse that “times are tough for all of us?” Oh, Please!
Evaluate the results of your cutbacks
Be realistic. Take a long look at the results of your budget cuts. Did they achieve the desired results or have you created new problems? Just making the cuts does not guarantee better cash flow. If you didn’t plan proactively for the resulting effects, you may have caused more problems with increased error rates, lower productivity and higher customer dissatisfaction.
If you can’t afford raises or hiring on more help again to lighten the workload, find other ways to show them you aren’t taking them for granted. Recognize their extra efforts with praise and small favors until you can afford more. If you are avoiding them because you know they are unhappy, you are only making matters worse!
Tension is at an all time high for fear of more layoffs. They have a right to know what is happening. Share your profit margins and expenses. Include them in decisions to cut costs. Hear their concerns. If they feel they had a part in some of the decisions, they may feel more connected to the business rather than shut out and worried about future “surprises.”
And listen closely to see if they are singing this song …
(or posting on twitter or facebook!)