Had lunch today with some very special friends. One of which shared how frustrated he was by how hard it is to get anything done at work with all cuts in staff. He told me the ratio of support to staff and they are not just lean, they are ANOREXIC!
Most of us have experienced first-hand or know someone who's experienced the hardships of being laid off...but what my friend said got me thinking.
What is the true cost of cutting costs? What is the impact to those left behind & ultimately to the organization?
Having personally survived three rounds of lay-offs at my former company, I remember well the emotional cocktail of loss, guilt and relief. Then, sooner or later the question is: who's gonna pick up that person(s) work?
Round 1 cut: okay, we're "right-sized", round 2: will be a little tough, but we can do it; round 3: alright now, we're cutting into the bone; round 4: a whole new ball game.
I often hear: "I'm just glad I still have a job", or "I'd leave in a heartbeat if things weren't so scary out there". Not exactly a testimony for employee engagement!
As I've been trying to narrow down what exactly True Compass Consulting should be, one of my first questions was...where are the unmet needs? Well, today I've identified 3 groups that are really hurting...
1. Those who've been laid off,
2. Those left behind, and
3. The leaders trying to figure out just how deep is too deep before things really start coming apart?
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