At what cost?

The leaders and decision makers in corporations large and small must understand that the requirements and demands placed on employees cost money~ it cost money to make money. We have seen over the years so much downsizing in the attempt to reduce costs. This is a farce because even though the corporation does save money by not having to pay benefits and salary of those who are laid off, the remaining employees pay the cost of those savings with their health and loss of personal time. These remaining employees are compensating for the lost employee by working late, weekends and worrying if they will be next if they do not keep on top of their new added workload. I spoke with a bank employee who is working Saturdays, 12 plus hours, to get her work done. Two employees have left my department – one to early retirement and one to a promotion. Neither have been replaced. A colleague and I are picking up the work these two employees did. We have been working weekends and late weekdays to keep up with all that is expected. I have raised this to management and there is talk about hiring a person to help with the work load. Employees must communicate the issue to management. Management must either change the workload ~ determine those tasks that are not adding value and eliminate these tasks. Or they must add staff. If management fails to see that the cost of doing business must not be left on the backs of the remaining employees, then maybe it is time to leave that corporation. To all the leaders, managers, business owners: Reducing staff may help keep the company a going concern. But please take into consideration what this loss of staff does to the remaining employees. Take the time to see if the work itself can change so the remaining employees do not have to do the work of those who were laid off.