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Here's how you can make layoff decisions using Servant Leadership principles.

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Facing layoffs is a challenging ordeal for any leader, but Servant Leadership principles can guide you through this tough decision-making process with empathy and integrity. Servant Leadership, a philosophy where the main goal of the leader is to serve, emphasizes the well-being and development of employees. While the concept might seem at odds with the harsh reality of layoffs, it actually provides a framework for handling such decisions with a focus on transparency, compassion, and a commitment to the long-term growth of both individuals and the organization.

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1 Compassion First

When considering layoffs, approach the situation with a profound sense of compassion. Understand that each employee is not just a number but a person with a life, family, and responsibilities. Before making any decisions, exhaust all other options like cost-cutting measures or reassigning roles. If layoffs become inevitable, ensure the process is as painless as possible by providing ample notice, severance packages, and support services like career counseling.

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2 Transparent Communication

Maintain transparency throughout the layoff process. This means being open about the company's financial health and the reasons behind the decision. When you communicate, do so with honesty and sensitivity. Avoid corporate jargon and speak from the heart. Let your employees know that this decision wasn't made lightly and provide them with as much information as possible to help them prepare for what's ahead.

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Fanny Gutiérrez Pico

Compliance | Cumplimiento Normativo | ISO 37001-37301| ética | Gestión de Riesgos | Anticorrupción | PTEE | SARLAFT | SAGRILAFT | Control Interno |
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Para lograr una comunicación transparente, primero se debe tener en cuenta el interlocutor, si estamos hablando de una persona madura, sería y muy responsable creo que se puede hablar con tranquilidad, en cambio si el interlocutor es un joven en el manejo corporativo y un poco inestable emocionalmente se debe ser muy cuidado con lo que se le diga, por qué puede ser usado en contra de la compa?ía y terminar en un pleito judicial. Es decir que debemos analizar muy bien el interlocutor.

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3 Empower Decisions

Empower your employees by involving them in the decision-making process. This doesn't mean letting them decide who stays and who goes, but rather giving them a voice in how the company can navigate financial challenges. This could lead to innovative solutions that might reduce the need for layoffs or at least ensure that those who have to leave feel they were part of a fair and inclusive process.

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4 Support Networks

Create support networks for those affected by layoffs. This involves setting up systems that can help them transition to new opportunities. Offer resume workshops, job search assistance, or even partnerships with other companies looking to hire. Your role as a servant leader is to continue serving your employees, even when they are no longer under your direct leadership.

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Fanny Gutiérrez Pico

Compliance | Cumplimiento Normativo | ISO 37001-37301| ética | Gestión de Riesgos | Anticorrupción | PTEE | SARLAFT | SAGRILAFT | Control Interno |
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Crear redes de apoyo sería una buena idea, para revisar y fortalecer las falencias que se tienen, adicional compartir ideas y formas de búsqueda de empleo o formas de emprendimiento.

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5 Ethical Considerations

Consider the ethical implications of your decisions. Servant leaders must weigh the impact of layoffs not just on the bottom line but on the community and the individual's well-being. Strive to make decisions that align with your core values and the overall mission of your organization. This could mean prioritizing layoffs in areas that have less impact on your team's morale and customer service.

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6 Future Growth

Focus on the future growth of both your employees and your company. When discussing layoffs, frame them as part of a larger strategy for recovery and development. Reassure your remaining team that these decisions are made with an eye on creating a stronger, more sustainable organization that can provide greater opportunities in the long run.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Fanny Gutiérrez Pico

Compliance | Cumplimiento Normativo | ISO 37001-37301| ética | Gestión de Riesgos | Anticorrupción | PTEE | SARLAFT | SAGRILAFT | Control Interno |
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A lo largo de la historia se ha interpretado que el despido de un empleado es a causa de su desempe?o laboral o su falta de cumplimiento de KPIs lo cual no es cierto aveces se despide a una persona por que no es compatible con el ambiente laboral. Y muchas veces los despidos son a personas íntegras y muy profesionales, solo que no comparten ambientes de trabajo hostil y maltratador.

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Here's how you can make layoff decisions using Servant Leadership principles.

1

2

3

4

5

6

7

1 Compassion First

2 Transparent Communication

3 Empower Decisions

4 Support Networks

5 Ethical Considerations

6 Future Growth

7 Here’s what else to consider

Servant Leadership

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Here's how you can make layoff decisions using Servant Leadership principles.

1

2

3

4

5

6

7

1 Compassion First

2 Transparent Communication

3 Empower Decisions

4 Support Networks

5 Ethical Considerations

6 Future Growth

7 Here’s what else to consider

Servant Leadership

给文章评分

感谢您的反馈

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