Recession Planning for Employees

The leaders of an interview with Price Waterhouse Coopers in the 11th annual survey of director of economic confidence showed low levels of confidence in the continuation of growth since 2003 in North America (35%) and Western Europe (44%). In North America, the figure fell from 53% last year. In the Asia-Pacific, Latin America, Central and Eastern Europe, the leaders have shown a much greater confidence in the continuation of economic growth and business growth.
Given the decline in confidence CEOS in the United States, and all the talk about a potential recession in the U.S. and Western Europe, that you made in your company or department for planning the possibility that the slowdown becomes more severe and the consequences of your employees?

Here are some of the action, I am thinking about the decline in the planning for employees, for your human resources department and other agencies as part of its business, possibly for the whole company, if recession looms.
On the whole company or a departmental response to the anticipation of a recession

* Take a look at your strategic plan, your mission statement, vision, values, goals and annual. Is your strategic framework is formulated to help you make it through a serious recession? Has it been sufficiently communicated to your staff that they are not afraid, they trust their leadership and they believe that they managed in general, a positive direction?

To take part in the conversation is an important commitment for the use of your employee's talent and dedication. Discussion of the consequences of your strategic framework: mission, vision, values and goals of each employee's work is a step that will help their "own" the strategic direction. Without this step - they are simply puzzled. Sorry.

* Be aware of your company and your industry problems. Is your product or service is needed, regardless of what happens in the economy? Your product saves time, saves money, or otherwise make themselves indispensable, even in the economy down? If not immediately determine how you can re your product or service that customers are starting to see it that way. Clients and the recognition of the brand you have created with the passage of time will become even more important in an economic downturn.

* You made a plan to identify your potential risks and impacts of the economic downturn in your business or function? With the possible scenarios are likely to grow your organization? What would you do differently in the various scenarios that you believe in the short term, that is, any way you can change the potential consequences of different scenarios? For example, what areas of your department of human resources need to change or grow up to combat an economic downturn? Staffing? Benefits? Officer morale programs? Retirement Planning? Training of channels?

* You must inform you that your leadership team makes forward thinking, forward planning, as well as discuss possible less than positive contingencies. Most employees do not care what the specific plan. But it is important for their preservation and sense of well-being that there is a plan that they know the plan exists, and that they understand that somebody really minding shop. And, in my experience, even the best of bad communication all.

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