Change Implementation

Change Implementation Plan

Mark Gallant

Meritus University

Change Implementation Plan

As a manager, it can be a difficult task to have to deliver the news that a valued employee is no longer needed. There are many variables that must be thought about when having to decrease the workforce significantly. After the decrease in workforce, the organization will experience a change with the remaining workforce. The handling of this change for a manager is difficult but must be handled with care.

This paper will cover the variables that a manager uses to help decrease a significant part of an organization’s workforce. It is will also explain how this change will affect the employees within the organization and how, as a manager, to handle any issues that may arise.

Variables

There are many variables that considered when implementing a change to decrease a significant portion of the workforce. I will cover several of the more important ones.

Before implementing this change, analyses of how many core jobs are necessary to continue to provide the essential services of the organization. This analysis will provide a starting point for the manager to determine the number of employees the business can afford to cut.

In determining the number of job cuts, the organization must also understand that there may be an increase in costs due to severance packages. If this cost is too large the organization might have to layoff the workforce over several months. In considering the cost of the severance packages, the manager must take into account the length of time an employee has been with the organization. Employees with longer service would require a larger payout with the severance package but the business would see a larger reduction in salaries if these employees’ jobs are cut. However, if all the tenured employees leave the organization, then the skill level of the workforce may be...