How to Motivate Survivors of a Downsizing (2)

The positive emotions that a supervisor should start to role model include optimism, hopefulness, and a trust in the organization. The supervisors and the other leaders within the organization should display these positive emotions while at work. When an employee is encountered who is negative, it is time to share with that employee why you are feeling positive. Do not allow an employee to share with you why he/she has negative emotions. Since you have already done this during the empathy stage, it is not necessary to allow the employee to re-share why he/she has negative emotions.

For example, an employee is encountered who says, "Why work hard when I will probably be next to be laid-off?" A supervisor can correct this employee's emotion of hopelessness, and his negative belief about future layoffs by simply stating why he or she feels and is thinking positive. The supervisor would say, "I believe that the company is not planning additional layoffs because I heard it directly from the CEO himself." "I am feeling hopeful that with the last round of layoffs the company will be able to meet its goals, and when the company meets its goals my goals should be met as well."

3.) Other factors to focus on during the rebuilding stage, following a downsizing, include rejuvenating teams, developing a fair system to redistribute work, and identify new leaders within your organization who can be mentored.

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Happy Working,

Gary Vikesland, MA LP CEAP
Employer-Employee.com
Source: http://www.employer-employee.com/april2001tips.html