When there are layoffs at business , the entire workforce is affected. The first thing unmotivated employees want is a message, a realistic assessment of the status and their options, and a plan of action. Motivation is an internal energy that drives us to act, but it is itself self-motivation. So what to do to reinforce it?

Honesty. When crisis hits, people are anxious. Communication from committee management is core topic. A simple explanation - that is understood - of the cutback and the impact it will have on them and their work burdens is the best way to show respect for employees.

One on one. The feelings that arise make it advisable to let go of hierarchies, facilitating rapprochement. The colleague-turned-friend no longer returns to his work space. They need to be listened to, but individually. The open-door policy must be facilitated.

Frequently. There are many questions to be answered. It is wise to arrange regular meetings with diary and avoid sending vague messages. Employees have questions, management needs answers. Management needs to know how to ask. Even if you can't accommodate their needs, asking shows that you care about them.

Rumorology works. Rumors need to be validated or eliminated. Rumors waste a lot of time, exhaust and foster discontent. The lack of trust that has been generated needs to be redirected. Colleagues may be seen as competitors.

Contingency plans. Commitment to the organization decreases. It is necessary to present realistic plans that will get the support of the employees and establish small goals, making them more flexible. Everyone needs to feel that they are contributing to the exit of status.

Example. The management must set an example to the employees by the positive way in which it deals with the crisis. It must demonstrate in front of its employees that it is in control of status and its emotions. Especially in difficult times, worrying about what may or may not happen will only lead to more worry. Patience, because sometimes there is nothing you can do but wait. Reduce tension by using humor.

Thank them for their efforts and ask for their support. Allow people to participate in solving the problem. Not all responses will be negative. Some will feel that the right steps have been taken and others will feel the challenge of doing "more with less".