Quick question- If you where brought into an organization and charged with the task of carrying out a drastic reduction in the workforce what would be some factors you would take into consideration ? What questions would you ask management before carrying things out?
Thanks.
Seniority…obviously, who has been there the longest. If the company is really in debt or whatever…get rid of the ones closer to etirement. If not, either doing a hiring freeze or cut the newbs.
Productivity…enough said.
Dirty Work/Team Plyer…get rid of the rogue and keep the ones that are “first to show up and last to leave” the ones that ya kno, do the little things around the place like reporting blown bulbs…basically if they treat your building like home and go out of their way to treat clients/co workers like family or close friends keep 'em
Absenteism…more days absent…clip 'em
that’s about it! Paraphrase all this and it should satisfy your prof. I just finished this class spring term and its fresh in my head…need any more help PM me.
[quote]Ct. Rockula wrote:
Seniority…obviously, who has been there the longest. If the company is really in debt or whatever…get rid of the ones closer to etirement. If not, either doing a hiring freeze or cut the newbs.
Productivity…enough said.
Dirty Work/Team Plyer…get rid of the rogue and keep the ones that are “first to show up and last to leave” the ones that ya kno, do the little things around the place like reporting blown bulbs…basically if they treat your building like home and go out of their way to treat clients/co workers like family or close friends keep 'em
Absenteism…more days absent…clip 'em
that’s about it! Paraphrase all this and it should satisfy your prof. I just finished this class spring term and its fresh in my head…need any more help PM me.[/quote]
Damn! For a demon of the night, you sure are practical!
[quote]Iron Dwarf wrote:
[quote]Ct. Rockula wrote:
Seniority…obviously, who has been there the longest. If the company is really in debt or whatever…get rid of the ones closer to etirement. If not, either doing a hiring freeze or cut the newbs.
Productivity…enough said.
Dirty Work/Team Plyer…get rid of the rogue and keep the ones that are “first to show up and last to leave” the ones that ya kno, do the little things around the place like reporting blown bulbs…basically if they treat your building like home and go out of their way to treat clients/co workers like family or close friends keep 'em
Absenteism…more days absent…clip 'em
that’s about it! Paraphrase all this and it should satisfy your prof. I just finished this class spring term and its fresh in my head…need any more help PM me.[/quote]
Damn! For a demon of the night, you sure are practical!
[/quote]
Ya know, its not all about blood and gore. Hell runs like any other business at the very core of it. lol
Thanks
Don’t forget unionization, if unions are active then you’ll have to consult with them or risk industrial action.
Morale is a huge factor. Take out the wrong person and half your team will follow. You need to ask management to identify the weakest link, being the one that no one will care about if they leave and whose job will be easily filled in.
Going by seniority is a terrible method. You take out your most senior employee and this will run in everyone else’s mind: “Years of service and hardwork is apparently worth nothing. If they can fire him/her, then I don’t stand much chance when it happens again. I need to start working on a backup plan or a way out.”
Factor of singular importance: Does this person do their own homework or do they spend too much time consulting internet forums?
Good luck!
Do your own homework!
Also, OB is gay.
[quote]Bungalow wrote:
Morale is a huge factor. Take out the wrong person and half your team will follow. You need to ask management to identify the weakest link, being the one that no one will care about if they leave and whose job will be easily filled in.
Going by seniority is a terrible method. You take out your most senior employee and this will run in everyone else’s mind: “Years of service and hardwork is apparently worth nothing. If they can fire him/her, then I don’t stand much chance when it happens again. I need to start working on a backup plan or a way out.”[/quote]
We’re coming into an age in employment where no one has seniority. With the average person today having 3-5 paths over their working lives its getting rare to see 30+ year spots. To cut costs for the business it makes sense to drop the guys about to get the retirement checks and all.
Morale can be set by anyone…a newb on the job can set the tone just as well as a vet. Personality trumps seniority…If seniority was so important why is the company in need of a downsize? lol Obviously the seniors arent all that productive…with retirement in sight, often cases, loafing becomes the norm.
Getting rid of a few should spark the remaining to produce and teach the younger ones.
I disagree about using seniority for one reason and agree for another. I think it’s BS to reduce the work force based on who’s been there the longest and presumably gets paid the most. That’s rotten. On the other hand, ever hear the expression “shit floats?” Yeah, at my present firm, we have 3 people with over 10 years of seniority because they know they’d NEVER be employable at any other firm – they are lazy, useless pieces of shit. So how about cutting based on actual performance.
Race and Religion
[quote]Ct. Rockula wrote:
[quote]Bungalow wrote:
Morale is a huge factor. Take out the wrong person and half your team will follow. You need to ask management to identify the weakest link, being the one that no one will care about if they leave and whose job will be easily filled in.
Going by seniority is a terrible method. You take out your most senior employee and this will run in everyone else’s mind: “Years of service and hardwork is apparently worth nothing. If they can fire him/her, then I don’t stand much chance when it happens again. I need to start working on a backup plan or a way out.”[/quote]
We’re coming into an age in employment where no one has seniority. With the average person today having 3-5 paths over their working lives its getting rare to see 30+ year spots. To cut costs for the business it makes sense to drop the guys about to get the retirement checks and all.
Morale can be set by anyone…a newb on the job can set the tone just as well as a vet. Personality trumps seniority…If seniority was so important why is the company in need of a downsize? lol Obviously the seniors arent all that productive…with retirement in sight, often cases, loafing becomes the norm.
Getting rid of a few should spark the remaining to produce and teach the younger ones.[/quote]
It’s true that nowadays almost everyone switches jobs frequently. But management still needs to treat them as if they were going to stay - same level of development and training.
Or you could go with the Half Baked method: Fuck you, fuck you, fuck you, you’re cool, fuck you!
Already said but…
Who is willing to show up when you are desperate. Who is comes to work every day they are scheduled. Who doesn’t ignore the little things. Who works well with others and is able to foster healthy relationships with co workers.
Who isn’t hesitant to lend a hand. Ditch the people who always bitch. Seniority comes after the majority of the listed items above, if your employees don’t respect their senior workers then they are pretty much worthless.
[quote]therajraj wrote:
Race and Religion[/quote]
you forgot gender too