Muhammad safder FCA

yes, reaassing and rediscusing the new role would be encouraging. Always try to accomodate internally or by helping them in getting new roles in a friend's organization. Let them feel you genuaniely trying to help them.

The layoffs always hit bad and create an emotional stirr among the affectees. The only thing that can make it less complicated is if there are certain elements very open and transparent. 1-confidence and reliability 2-The staff has a long history of believeing whatever is conveyed is true and nothing is hidden from them. 3-The staff should not get an intention that CEO is just trying to mint money by over-reacting a temporary bad patch. 4-The post retirement/termination benefit would play a better role than emotional support by a consultant or psychiatrict.

This transparent communication although vital at this stage but It may not be as affective if the trust has not been there among the staff and the entrepreneur. If you want that your staff acknowledge your issues and the words you convey to them it is necessary that transparancy and truth is part and parcel of the organization's commution to staff. However, when the luck striks, the hiding of facts or tryin to become oversmart will not resolve the porblem but complicate it. There has to be an honest two way communication between the staff and the entrepreneurs and one should be open to discuss the reasons, impact and chances of recovery.

Feedback is a perspective from a distant horizon. The mentor or the expert can see the issue from a differerent perspective and you can have a totally differnt angle to understand and respond to thinng. In my opinon, you should refer to a mentor or expert on periodic basis even in your prosperous era that will help you avoid the bumpy road.

The change of direction is not always the solution for the road to success however, the change of policies always is. Whenever, you have to shift a focus to make an improvement or you want to make a better results, first thing you have to see is the policies in all aspect of your business.

whenever you want to know the reason of failure, always see it unbiased Mostly we always have a soft conners for our deeds and try to fault in others, bad timings and bad luck. Most of the time it is "us" who has to be blamed. You shoul also try to see the things from customer's perspective, the employee's and shareholders to understand the reason to failure. You anlysis should not be to find excuses for the action but an unbiased and independent analysis of the reasons for failure. Once you put everything in writing for reasons, procedures and processes that resulted in failure never forget to get an advice or opinion from a colleague, senior or mentor.