Resizing The Organization 30. This book seeks to provide executives with useful insights, tools, guidelines, principles, and lessons learned about organizational transition and change. | How to Implement Organizational Resizing 271 one case a union president was the source of information that was significantly different from the position of the company. The issue centered on the offer by the company to reemploy workers at another site thirty miles away and how much seniority would be granted employees who accepted the offer. After lengthy negotiations were completed a settlement was reached that was satisfactory to both sides. However it would have been preferable not to argue the positions in the press. After the Notification Management at all levels in the organization needs to be readily available to answer questions and meet individually with concerned employees. Depending on the severity of the resizing and the corporate culture relative to its communication style this special accessibility may last days or weeks. Communication may be face-to-face by e-mail videoconferencing or other means. An 800-number hot-line can be set up either on an anonymous basis or for employees with specific questions or comments. The nature of the communication tools used is not as important as their availability. After such a major organizational event some managers have a tendency to stay in their offices and tend to business as usual. The only problem is that it is not business as usual for concerned employees. They need answers and reassurance that only management can provide. A good example of how to communicate to employees during the layoff process was noted in a Wall Street Journal article regarding the 3Com Corporation Murray 2001 . At 3Com a three-stage plan was developed including early notification of the upcoming reductions. Prior to the cutbacks on-site meetings were held at all locations explaining why the resizing was necessary. The remaining employees received e-mails directly from the CEO department heads carefully explained the decision to terminate about 10 percent of the workforce. Throughout the process 3Com sent weekly updates on the .
