At the time of crisis we, unfortunately the issue of layoffs is very topical. When there is any end, rumors about what will be the future of the company, or who will be next, can be very detrimental to the functioning of the company. There are very advanced political organizations of Human Resources including more or less generous compensation and practices support the relocation of the worker (see). In these cases, within the bad, the outlook for employees who are not so negative, because they see that their partners have been treated with dignity and respect. In any case, the address of the company should speak with other employees and reassure them about what may happen in the future, since the rumors of disinformation.

In many cases, workers who remain in the company are still there on merit because they are good employees, and hence their employability is higher priority, ie they would be easier to find another job. Therefore, if they see threatening their position in the company, you may go forth and leave the ship before, which we lost a good worker. From the point of view of a middle manager, the thing can be complicated, since it appears even more in the dual role of worker a “that could be affected by downsizing in the future, and DEA manager who must explain your colleagues about the situation. It is a difficult situation, which is important to remain calm, because the middle manager can be viewed by most workers as part of the management of the company as a worker, and being criticized unfairly for redundancy and other hand, while you should talk to their people to see how it distributed the work of the person who fired. As for the rumors about the future of the company, if they are unfounded we must address quickly. I still remember the case of a company would be bought by another jurisdiction, but the process was in complete secrecy on the part of management. However, the workers observed strange things, including an assessment of inventory held on a Saturday a “not working on Saturdays,” by people outside the company. It fired the rumors about the possible closure of the company, creating great excitement (in any case, maybe the rumor was not entirely misguided, since the sale be without doubt a major restructuring).

In this situation, the middle management of his staff receives questions, and should be careful not to engage in criticism of the direction of the company, since it would only encourage the negative sentiment which goes with the rumor. If I mention this example, employees wonder what will happen, and middle management can not talk about the operation that is underway, should say something like: a Oeno I have information about the possible closure comentais , thereby partly silence rumor (workers think that if your supervisor does not have information about it, because there will be no closure). One last point. Although so far I have referred more to the management of negative news, it is interesting to consider a “few companies do this management-reporting of positive developments. As a compliment from time to time is always well received by the worker and motivational speaker, sharing the good news should be more common, but even here it seems that the top management of many companies is also too quiet. Pablo Rodriguez is a graduate in Business Administration, Auditing postgraduate in MBA and Master, passionate world of economics and business management.