From Persuasion to Problem

Freshman (College 1st year) ・Philosophy ・APA ・2 Sources

When a corporation needs to retrench staff, layoffs and reorganizations are risky situations. Often times, employees do not believe that they are unemployed. Employers, on the other hand, should be cautious when it comes to laying off staff. I began my study by looking at a variety of sources to see if practical and effective solutions to the problem could be addressed. Aside from that, I brainstormed and debated the suggestions I came up with in order to find a consensus on the chosen ones.
Most layoffs result in difficult circumstances, so it's best if the organization informs the workers about the situation ahead of time (Bienvenu, 2011). Unless the employees have prior information, they can often react in entirely unexpected ways. It is also important to check if the employees to be laid off or some of them at least can be adjusted in different positions within the company.
When the company reduces some of its members, it usually undergoes through an unreceptive condition. Supposing it makes a wrong move, it may end up creating an undesirable preconception to the ones who still have their jobs. Most of the time their productivity rate tends to drop due to the unfriendly condition (Shlesinger, 2013). The personnel, in this case, needs to step up so as to fill the gap of the missing employees as well as encouraging the remaining team to maintain their good work. I chose the subject because of the ever going trend of unemployment of the youth. This topic has generated more wisdom when it comes to employment since not everyone understands their roles at work.


Therefore communication is the only solution that will work since they help the employees get mentally ready for such situations, and they can look for alternative jobs or can be posted to the company in another position. It is important for the company to ensure that the employees understand why they have been retrenched. My audience in this essay is both the employer and employee because they have to understand each other’s point of view that may come with decisions which both parties agree.


(Professor), K. S. (2013). Managing in the Middle: The Librarian's Handbook.
Bienvenu, S. (2011). Straight Talk: Written Communication for Career Success. Routledge.

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