CUT’EM OR KEEP’EM?

When a downturn in our economy hits, often employers will look at the top paying employees and cut them to save money. Is this the right strategy resulting in long term success? Is it better to take the short term, less paid, less experienced employees and train them?

4 Important questions every employer should ask before cutting a long-term employee

1. Do I really know what my long-term employees bring to the table for skills, experiences and passions and how these can be transferred?

2. Do these employees have the best interests of the company at heart in a downturn and are willing to sacrifice a pay cut, reduced work week, increased responsibilities or job sharing?

3. Am I setting up a shorter-term employee who does not have the skills, personality, desire or passion to move into a new position to fail?

4. Is it personal or personnel?

Let us take a good look at what long-term employees can offer an employer

· They maximize and solve the greatest of challenges

· They have dedicated a lot of time building up a network of people and know exactly who to call upon when help is needed, resulting in increased productivity

· Always remain calm and composed in challenging situations, a secret strategy to success

· Mastered the corporate culture and established processes to avoid errors; have learned many valuable lessons and know all the necessary tips and tricks for victory

· More than likely can fill multiple roles and will do so happily when called upon

Are you making the right decision?