Thursday, April 9, 2009

Straight Talk from Al Walsh for Execs & Owners....Sugarcoating NOT Included

Al Walsh and I brainstorm via email from time to time on how best to help
entrepreneurs, to help people hurting from uncertain economic times and
those who are terrified that their job will be next. Of course we are also
concerned about those who have already lost their jobs and offer lots of
articles, referrals and advice to those wanting to upgrade their skills,
expand their networks and get job offers.

Responding to some very long, "intellectual papers" and excessively
wordy articles, Al gave me permission to reprint his note to me and some
STRAIGHT TALK from the liver!

Al Says:
"Today I got an email from some organization containing a long white paper on staffing in hard times. In this long tome they put forth an idea that can be said in a couple of sentences, and to me is about as basic as breathing."

Here's the short version of Al's advice....saving the sugarcoating and the ink!

In hard times when you need to cut your manpower cost, dump the dead weight and promote the performers.

The performers will pick up the slack from the dead weight,
and the cost of promoting them will be a fraction of the savings
you'll realize from dumping the slackers. You'll wind up with a
leaner, sharper staff, you'll reduce your cost, the performers
will be happier, and you'll be able to operate this way permanently.

Not difficult to comprehend, is it? Regards, Al Walsh, CEO
Walsh Enterprises, Business Advisors
Huntington Beach, Ca

Patty Says:
NOPE AL, Not too difficult to comprehend....but most employers don't consider
any of their folks "Dead Weight" and few can be so cold and heartless especially
when workplaces in America are often like big families. Al, You, once again have
given wise advise........ Common Sense isn't common practice..... therefore Coaches and
Management Consultants still have plenty of work and damage control opportunities!

1 comment:

Al Walsh said...

I love chatting with Patty. We don't always agree. That makes it even more fun. Certainly the "qualitative" issue comes into play when cutting staff - but how much social responsibility does a company have to the employee who didn't perform during the good times? Companies tend to collect marginal performers when times are good, and then clean them out when times get tough. No surprise there. I'm sure the performers would like to see their company survive.