Comments on: 7 Things HR Needs to Say to Managers in an Economic Downturn http://www.knowhr.com/blog/2008/05/14/7-things-hr-needs-to-say-to-managers/ Know More HR. Thu, 18 Mar 2010 13:26:51 -0400 http://wordpress.org/?v=2.8.6 hourly 1 By: Frank Roche http://www.knowhr.com/blog/2008/05/14/7-things-hr-needs-to-say-to-managers/comment-page-1/#comment-3332 Frank Roche Thu, 15 May 2008 17:24:02 +0000 http://www.knowhr.com/blog/?p=823#comment-3332 Ah, Rick, the writing is better when it's more definitive. I go with that, but talk to me in person and there are more shades of gray. Great point about criteria changing. And about coaching performers in tough times. Lots to consider there...thanks. Ah, Rick, the writing is better when it’s more definitive. I go with that, but talk to me in person and there are more shades of gray.

Great point about criteria changing. And about coaching performers in tough times. Lots to consider there…thanks.

]]> By: HR World » Blog Archive » Wednesday Links: Marketing to Blogs, Managing in Tough Economic Times http://www.knowhr.com/blog/2008/05/14/7-things-hr-needs-to-say-to-managers/comment-page-1/#comment-3329 HR World » Blog Archive » Wednesday Links: Marketing to Blogs, Managing in Tough Economic Times Thu, 15 May 2008 10:26:18 +0000 http://www.knowhr.com/blog/?p=823#comment-3329 [...] HR managers need to say to other managers in times of economic crisis (like now!). Check out it here. He’s made some fantastic points in [...] [...] HR managers need to say to other managers in times of economic crisis (like now!). Check out it here. He’s made some fantastic points in [...]

]]> By: rick http://www.knowhr.com/blog/2008/05/14/7-things-hr-needs-to-say-to-managers/comment-page-1/#comment-3327 rick Thu, 15 May 2008 00:03:09 +0000 http://www.knowhr.com/blog/?p=823#comment-3327 Step up or step out. Your tone has gotten feisty in your posts about what to do in the downturn. It is not that I disagree that people need to step it up when times are bad. Through the three downturns that I experienced, a crack the whip approach does little more than to freeze people who are already nervous. One thing HR needs to do with managers is to give them the historical perspective that downturns do not last forever and the tools for them to communicate this to their employees. Then focus on what things can be done to improve short term results as well as what can be done now so that when the broad economics turn back up, they and the company will be set to prosper. Also, managers need to know what approaches that work for them in good times may not in tough times. As for paying attention to the high performers, I have lived with leaders who change their opinions of people in tough times. there are people who outperform in the good times and underperform in the bad. We should be helping those tarnished stars learn how to succeed in the tough times because once we let them go we may not be able to get them back later. They will be working for our competitors. Step up or step out. Your tone has gotten feisty in your posts about what to do in the downturn. It is not that I disagree that people need to step it up when times are bad. Through the three downturns that I experienced, a crack the whip approach does little more than to freeze people who are already nervous.

One thing HR needs to do with managers is to give them the historical perspective that downturns do not last forever and the tools for them to communicate this to their employees. Then focus on what things can be done to improve short term results as well as what can be done now so that when the broad economics turn back up, they and the company will be set to prosper.

Also, managers need to know what approaches that work for them in good times may not in tough times.

As for paying attention to the high performers, I have lived with leaders who change their opinions of people in tough times. there are people who outperform in the good times and underperform in the bad. We should be helping those tarnished stars learn how to succeed in the tough times because once we let them go we may not be able to get them back later. They will be working for our competitors.

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