Daffodelle Anne Ruiz

BSBA-FM 1
BAC-HRMT

Who Goes, Who Stays?

The consulting firm you have worked for over the last year is having some financial troubles. The large
contracts it once had are slowly going away, and as your company struggles to make payroll, it is clear
that layoffs must occur. The sales staff has not been meeting the sales goals set for them, resulting
in incorrect budgets.
It has been decided that at least three people in the sales department should be laid off. You create a
spreadsheet with pertinent sales employee data:

Requirements:

1.
1. Making reasonable assumptions, develop criteria for the layoffs in the sales
department.
2. Develop a plan as to how layoffs will be communicated with the individual as well
as within the company.
3. Discuss strategies to motivate those sales employees who stay with the
organization.
 CRITERIA FOR THE LAYOFF

(in the Sales Department)

 Overall rating on performance evaluation, and/or;

 If the employee able to reach the sales goal.

Based on the Sales Employee Data, the following did not meet the sales goal and/or has a low performance
rating:

1. Mr. Jake Toolmeyer – has a 4 scale rating but did not meet the sales goal and is 2% under the goal.
2. Mr. Kelly Andrews – has a 2 scale rating but did not meet the sales goal and is 20% under the goal.
3. Mr. Winfrey Jones – has a 2 scale rating but did not meet the sales goal and is 10% under the goal.

*Those staffs that haven’t been meeting the sales goal and has a low overall performance rating will be laid off.*

PLAN FOR THE ANNOUNCEMENT OF LAID OFF EMPLOYEES

TO THE CHOSEN EMPLOYEES: MR. JAKE TOOLMEYER, MR. KELLY ANDREWS, AND MR. WINFREY JONES

WHAT WHEN WHERE

5:00 PM (AFTER THE COMPANY

PRIVATE MEETING FUNCTION HALL 1
EXECUTIVE’S MEETING)

During this meeting, the employees will be informed that they will be laid off, the reasons why and the criteria
considered before they were chosen.

TO THE COMPANY EXECUTIVES

WHAT WHEN WHERE

MEETING 4:00 PM FUNCTION HALL 2

During this meeting, the Company Executives will be informed as to who are the following laid off employees.
 STRATEGIES TO MOTIVATE THOSE SALES EMPLOYEES WHO STAY WITH THE ORGANIZATION

One of the many factors that motivates an employee are compensations and bonuses. But since not all
businesses can afford to hand out regular bonuses, here are other strategies that may help boost
employee’s work performance and motivation (Bubba Page, 2016):

1. Provide supportive leadership

- Good leaders act as role models, holding themselves to high standards of accountability that
set an example for all. Supportive leadership means recognizing that a leader's expectations
influence how employees see themselves.

2. Empower the individual

- Every employee needs to know that he or she is valued as an individual. No one wants to
feel like a faceless, interchangeable pawn in some larger game, so make sure all the
members of your workforce are given opportunities to express themselves.

3. Create a positive environment

- Since many working professionals spend the majority of their waking hours at the office, the
work environment should be a place that puts employees at ease while encouraging
productivity.

4. Encourage teamwork
- Through teamwork, employees learn to trust each other and to look beyond themselves.
And healthy competition in a team setting, both in the office and after hours, can increase
creativity as well as productivity.

5. Recognize & reward

- Recognition and reward on a regular basis remind employees that they are appreciated, and
help them to balance short- and long-term goals.

6. Knock out boredom

- Avoid routine by allowing employees to explore and be inventive. Try to think of ways to
put a new spin on old tasks, and to make sure that the most repetitive tasks don't always fall
on the same people. Schedule short breaks so that employees can interact and check in with
loved ones.

7. Eliminate dissatisfaction
- motivation is directly tied to job satisfaction. It almost goes without saying, then, that
supportive leadership needs to do everything possible to eliminate such sources of
dissatisfaction as uncertainty about the future, intrusive supervision and excessive
paperwork.