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

Evaluating the success of attempts to influence morale during downsizing is not easy. There is a natural tendency not to want to ask people how they are feeling when you expect negative responses. Also we know relatively little about cause and effect in the area of morale. Ownership of the issue may be difficult to establish - senior management itself often being in a state of flux during periods of downsizing.

• Emphasize the positive goals that you can accomplish this year together. Make certain that the goals cascade through the organization so people feel strategically connected to the overall strategy and direction. Review the goals publicly, on an established schedule, so people feel part of something bigger than their work unit. Review the goals and progress within work units as well. This helps people focus on progress and the future.

• Changes which leave survivors unclear of what is expected of them, or how they will acquire the new skills they may need

Giving direct support to the ‘survivors’ as well as the ‘victims’ of downsizing leads to other types of intervention. They may address such areas as Stress Management and Careers Counselling.

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,