Staff restructuring and downsizing projects involve a number of key factors, including time, cost, social responsibility and PR, to name a few. These factors are all interrelated, thus it is crucial to keep the “big picture” in view at all times. Forcing through a fast action is thus counterproductive if costs explode, and trying to save money by ignoring social responsibility toward labor can backfire, including potential image damage through bad PR. Thus our approach is always holistic.
The restructuring process has to be looked holistically, starting with the planning of measures and proceeding to workforce mobilization and counseling departing staff. It is essential to maintain an overview of the many factors involved.
Our concept rests upon three pillars, which affords our clients the assurance of conducting staff restructuring and downsizing projects with the balance necessary to avoid derailment or surprises.
Development of master plan outlining timeline and packages of measures
Staff structure analysis
Designing of a communication strategy
Inform, motivate and train the responsible managers
Implement communications measures
Notify employees of internal and external job opportunities
Advise employees on tax and social security issues in connection with partial retirement, early retirement and/or severance
Coaching for executives and HR managers on implementing measures
Redeployment and retention measures: integrating those willing to change, motivating those who at first are not
