When an organization makes the difficult decision to downsize personnel, it is typically due to financial reasons. Even it is not necessarily due to economic hardships, without proper communication, internal and external publics often assume that it is. Naturally, survivors speculate on their personal future with the organization and wonder whether they have job stability or not. After all, if the organization decided to downsize, what is to stop them from doing another round of layoffs shortly after? The fear of being layoff victims themselves leave survivors to lose their loyalty their current employer and start looking for job stability in other organizations.
Management does not always know what is to come in the foreseeable future. In fact, it is quite possible that one round of layoffs can indeed lead to others down the road. How can employers retain employees with such uncertainty of the future? It would be unethical for employers to make false promises of stability to employees and difficult to give any definitive answers. The most effective ways that management can retain employees is to communicate any information in regards to the future of the organization honestly and frequently. Whether the news is good or bad, big or little, it is important for employees to be fully aware of what is to come so that they can appropriately plan for the future. Furthermore, organizations should invest in developing the existing employees' skills through training and seminars to increase their marketability. It shows appreciation and value to the employees, who in turn may remain loyal to the organization. The company ultimately benefits from staff development because it reduces turnover and improves skills, which leads to higher productivity.
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