5 Considerations for

Minimizing & Eliminating

Beloved PerksBy Gina Duke

Consideration 1: Don’t Act Hastily

Ask if there is a way to

salvage the perk.

Can a supplier front the cost?

Can funds be redirected from another bucket?

Can another non-employee initiative be sacrificed instead?

Can a scrap program or vending machine slush fund be created to subsidize the program?

Can a portion of a continuous improvement savings be allocated to this perk?

Might corporate foot the bill?

}Note: Include other trusted team members

in this brain-storming session for optimal

results.

Consideration 2: Minimize or Cut?

Take the

Litmus Test

Ask yourself…

If the perk is minimized will it still be

valued by the employee or will it be

considered an insult?}Note: If still valued – minimize.

If no value in modified state – eliminate.

Consideration 3: Communicate Strategically

The Order and Strategy of

Communicating the Negative.

1. Communicate to remaining staff all of the reasons that made this decision necessary with the expectation that they will help support the decision professionally.

2. Communicate all details next to front-line leaders with the expectation that they will help employees see the positives or at least understand that reasons why the change was needed.

3. Communicate to the employees with empathy. Modifying any benefit without a full explanation as to why it was necessary is insensitive and a disservice to the company at large. Employees who feel slighted are not engaged employees.

}Note: Properly preparing all levels of leadership will help ease the blow

organizationally. Blind-siding leadership can add momentum to anger, low morale

and job dissatisfaction.

Consideration 4: Communicate Effectively

The Best Method for

Communicating

Negative

Information

Put it in writing (mail, email or

post)

Succinctly list all the reasons why

that dictated the change

Be empathetic

End with an open door statement

for those who wish to discuss or

gain clarity from HR or site Leader.

}Note: The downside to communicating negative news in a group presentation is that

if employee base is easily or highly charged, you may evoke a “mob effect” to

contend with. Putting it in writing allows people to properly digest all of the

information, and cool off before making an appointment to discuss further.

Consideration 5: Morale Recovery

Brainstorm

replacement

initiatives

Brainstorm about fun initiatives

Brainstorm ways to better engage

employees

Brainstorm no/low cost employee

relations initiatives

Brainstorm employee recognition

ideas

Brainstorm how to incorporate

more team-building events.

}Note: The point of the replacement initiatives is to help the

employees feel valued, which can help the company recover from

the negatives.

Quick Word about Recovery Plans

When making the announcement of negative news, only offer an open door.

Do not announce that you are taking away one beloved thing and plan to

replace it with other things later. The reason you don’t do this is because in

the mind of your employee, it will never measure up to what is being lost and

this will undermine your plans before you even get them launched.

Implement your replacement plans incrementally, and let them stand on their

own merit.

The goal is that collectively, the replacement plans will hopefully make the employee feel valued and appreciated, which is the main goal of any perks your company will offer.

5 Considerations for Minimizing &

Eliminating Beloved Perks

This presentation is part of

The Chronicles of the Corporate Mom Monthly

at GinaDuke.com