Dumb Change Management Ideas
It seems like downsizing never goes out of style. And the same idiotic way of handling layoffs (firings) persists as well. In Business 2.0’s lists of the dumbest business decisions, they note that when Northwest Airlines laid off thousands of ground workers last year, they issued these people the booklet, “101 Ways to Save Money.†One tip favors dumpster diving. “Don’t be shy about pulling something you like out of the trash.†And the list goes on.
Someone must have thought that giving the little book was a good idea.  Don’t you want to just slap those decision makers silly? Did they ever – for even a moment – put themselves into the shoes of the people who were about to lose their careers? Seems doubtful. We might think about the Northwest folly the next we roll out a major change that impacts the lives of many. Do we opt for ways to help people maintain their dignity and self-respect? For example, do we get them involved in helping make the decisions that effect their lives? Or do we bring a motivational speaker that assures folks that everything will be dandy if they just keep a positive attitude about them — and then pass out coffee cups inscribed with an inspirational slogan? (The issue of Business 2.0 is 1/07. What can I say, I just got around to reading it.) Â
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May 23rd, 2007 at 3:27 pm
Clearly the needs of workers and the dignity of human beings were overlooked in the preparation of the booklet. Sadly, the bad advice is not the only poor decision or bad action on the part of the airlines. Yesterday the Washington Post ran an article on the bonuses and stock options that airline executives receive while they advocate lay-offs, pay cuts, and increased hours on the part of the rank and file. Not surprisingly, airline workers protest the injustice of the stocks and bonuses paid to top executives. Perhaps one way to deal with change is to accept (and act accordingly) that everyone must bear the burden during hard times while equitably celebrating and rewarding strong performance during the good times. Imagine the dignity and respect in the organization if we were to truly work and act as if we are all in it together…
http://www.washingtonpost.com/wp-dyn/content/article/2007/05/21/AR2007052101516.html
May 23rd, 2007 at 3:34 pm
I love your statement: “Imagine the dignity and respect in the organization if we were to truly work and act as if we are all in it together” It still surprises me that there are so few consistently good models of that type of organization.
May 23rd, 2007 at 7:49 pm
I believe that people should be well treated as a matter of principle. Perhaps leaders who do not share that view might consider the effect on the remaining workforce after downsizing (no matter how well handled).
Treating people poorly, with respect to a change in employment policies or work practices, undermines pride and joy in work that will have negative consequences
in the future.
May 30th, 2007 at 2:06 pm
I do feel that the effect of increased communication, by the internet and other media is creating a change. This year the UNC Health Care Board of Directors, with voluntary cooperation of the affected employees, effectively eliminated or greatly reduced the level of the coming fiscal years bonuses to their most senior executives and upper level managers, while adjusting salaries upward on many care givers and frontline employees.
We are a very large state run Academic Medical Center and I am very proud of our leaders for stepping up to meet fiscal challenges while recognizing the value of the employees here.
May 30th, 2007 at 2:57 pm
Chris -
I love to read hopeful stories. And I can see why you would be proud of your leaders. I hope UNC Health Care gets a lot of positive attention as a result. Certainly they seem to deserve it and it might give other boards a model they can use.
Rick