Whether it is called downsizing, rightsizing, delayering, reduction in force, redundancy elimination, or any of a host of other terms, the expectation of lifelong employment with one employer has now become the exception rather than the rule. Both in the government and the private sector, the loss of that sense of security--combined with the familiar scenario in which the number of employees is reduced but the amount of work remains unchanged--can have devastating effects on the remaining employees, otherwise known as the "survivors."

Providing improved service with fewer workers is the hallmark of a successful downsizing. The basic GOAL for a successful downsizing is "work better and cost less”. To help achieve this goal, it is important to review and learn from the experiences of organizations that have downsized--and recognize that downsizing does not always achieve the intended resul

During and following a downsizing, focus on interactive, visible leadership that re-emphasizes vision, mission, values, and goals. Foster open communication and emphasize actions that increase your organization's competitiveness. Pay attention to the initiatives described here, and you'll jump start your opportunity to soar beyond even your wildest dreams! I wish you great success on your flight!

• Reinforce daily. in a positive, mind and heart-stirring way, the vision, mission, and excitement of moving forward with the organization.

Upward feedback is another way of collecting information on employee morale and response to initiatives. It can also be used as a starting point for improving relationships within teams in the wake of downsizing.

Some topics in this essay:
INTRODUCTION Definition, Performance Management, Hold Kaizen, Energizing Team, Organisation Development, private sector, people feel, vision mission, limitations controlling morale, traditions organization, reward strategies, limitations controlling, lack clarity, influence morale, organization •, cause effect,