A NEW ROLE IN DOWNSIZING: SPECIAL ENVOYS
Envoys are messengers in an organization who break the news of redundancy and job losses to their colleagues in the smoothest possible sense.
WHY ENVOYS?
Change management in an organization depends on * Strategy * Procedure * Psychology ( Emotions of people is often ignored)
Envoys convey the message of downsizing by ensuring that: * The message is communicated with sensitivity * A balance is achieved between the management strategy and human treatment * People leaving the organization do so with dignity * Survivors of downsizing feel comfortable in their task of taking the organization forward
CHALLENGES FACING ENVOYS * Emotional demands: Many envoys consider their task to be the most emotionally demanding thing they have ever undertaken. * Relational ties: Envoys acknowledge that closer their relationship with people tougher is their job * Role overloaded: Envoy’s role demands long working hours * Role clash: Clash between the HR envoys and the line manager envoys
MANEGERIAL IMPLICATIONS * There exists no quantitative scale to measure resource capabilities or process feedback on appraisals such as cost to company which is crucial in balancing management strategy without affecting work progress. * Dealing with predicaments constantly poses the risk of misinterpretations and poor decisions. * Indistinctive responsibilities and miscommunication could lead to interdepartmental stress within the organization and may lead to negative word of mouth publicity about the organization.
RECOMMANDATIONS
* Involve envoys in the decisions and rationale for downsizing. * Envoys should not feel forced into the role. * Experience is an important factor in determining how an envoy performs. * Bespoke training for envoys is possible but may prove problematic in