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Downsizing ? |
the space between is working with PMI – Personal Management International to bring their effective Scandinavian downsizing support into the UK. What this support achieves is an astonishing development of good relationships between management, staff and unions at a very difficult time. This results in good PR from those involved, and relationships afterwards that are not bitter or recriminating. The work is not consultancy, it is a pro-active support and guidance for all those involved. For management, for HR and L&D staff, for unions and for support agencies’ throughout the planning and execution of the project. |
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PMI’s results in Scandinavia have shown that all sizes of company benefit from this extra humanistic expertise. At Philips, staff stayed until the last day of production, productivity was maintained and quality actually improved during the process, and there was excellent press coverage. The support system involves three areas, ‘process’, ‘context’ and ‘content’. the space between and PMI are involved in all three. |
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| However ‘process’ is where we deliver our particular added value. PMI have shown in Scandinavia that ‘process skills’ in downsizing can minimise negative and destructive reactions, bad press, low morale, stress related illness; maximising, trust, confidence, well-being, management decision making and good press. | ||
PROCESS is the added value It is about the ‘human process’, addressing issues that are assumed to be difficult. These issues are frequently not dealt with in sufficient depth, and a consequence is often seen, even expected, as a reduction in productivity and quality from the day of the announcement until the final closure. Both PMI and the space between have the knowledge and experience to work in a way that is respectful to all involved, including those whose viewpoint is opposed to the project. This is achieved through facilitating a special kind of dialogue between the key groups (management, staff, unions), building trust, dealing with conflict, working through difficult relationships and communications. We know that change will reduce staff and management's confidence and self belief, bringing to the surface emotional, crisis reactions that get in the way of making rational and effective choices. We provide one-to-one coaching to help people manage these emotional responses, to make positive and mindful decisions for themselves and to feel confident in their life changes. |
a present to Copenhagen from |
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CONTEXT is about contextual shifts of the organisation driving the change. For instance the economics of globalisation and need for re-location may be driving the change — explaining this to staff who may loose their jobs makes the downsizing task especially difficult. We ensure the context is fully understood in personal terms by all involved, including ourselves. |
CONTENT is mainly the ’mechanical’ processes of administration and information release. We work with the current providers of these processes to ensure that people are the central focus for what otherwise can become impersonal administration. This includes the logistical issues with regards to goods, information and change in business procedures, writing CV’s, applying for jobs, learning interview skills and in learning new job and career skills. |
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We provide qualified psychologists, highly skilled consultants, coaches, mentors and facilitators to address the wide ranging people issues that come to the surface when downsizing. |
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