Though reducing staff is a difficult decision for any business owner, in times like these, right-sizing your business can be a necessary but painful step. It’s one that about half of all employers have had to take in this recession, according to the Society for Human Resource Management.

Although reducing staff can help with budgets, it can also affect your business in other ways. Not only do you lose human capital, you also have to redistribute work to your remaining staff. This is no easy task, since keeping morale high is key in times of uncertainty and critical for maintaining, if not boosting, productivity levels. Experts say that after a layoff, employers need to consider the reality remaining staff members frequently experience, such as survivor's guilt, decreased morale, uncertainty, and decreased loyalty.

On top of all these factors, the reality of increased workload can quickly add stress to your team. A report by CareerBuilder showed that:

• 47% of workers have taken on more responsibility because of a layoff
• 37% report handling the work of two people
• 30% feel burned out
  

And, research shows that although job loss may be leveling off, employers aren't yet planning to begin hiring soon, so temporary work reassignment is by no means a quick fix for employers – or employees. So, if you're faced with the prospect of equipping your entire team to do more with less – throughout the near future – use these seven tips to make sure you redistribute work in ways that retain quality work and key personnel.

1. Involve Your Team.
The first step in reassigning work is to get with your leadership team and have an honest, open discussion about the situation. Ask leaders for their feedback and solutions to the workload demands – and have them involve their teams to create their own solutions. Then, use the feedback you receive to create a plan for how you'll move forward. Approach the situation with an open and positive mindset, setting the tone for how you'd like your team to handle their new reality.

2. Create Lean Procedures.
Before you cut or revise programs, get feedback and advice from your team on what's working and what's not working. This may be the perfect time for some much-needed changes. Look at policies and procedures to see if there are more efficient ways to work.

3. Cut Where You Can.
Depending on how deep your staff cuts go, you may have to cut projects and programs, too. Carefully analyze what programs you can afford to go without and what projects must stay. Consider how each decision could impact not just the bottom line, but company morale, public perception, customer satisfaction, client retention, and employee workload.

4. Assign to Strengths, Not Titles.
Diagnose the strengths of different members of your team. Then, meet with managers to assign work according to the strengths of their staff members, rather than title or experience. Consider how different teams and departments can collaborate on projects to continue to provide quality outcomes.

5. Revise Goals and Expectations.
Take a look at how the changes you're making impact your goals and objectives for the year. Then, revise your goals so they properly reflect this vision. Work with your leadership team to make sure that each staff member understands how their new workload aligns with these goals, and create a way for them to measure their success. Also, help each employee understand what their priorities should be. Finally, paint a clear picture of what success looks like for your entire team so they will know what they are working toward – and when they get there.

6. Manage Meetings.
Communication is key during times of change. But with increased workloads, make sure you're keeping your meetings as lean as possible so your staff has time to manage their increased workload. Meetings are work, too, and they take up valuable time! Some companies are even taking extreme measures, like stand-up meetings, to ensure that all meetings have the maximum impact in the least amount of time.

7. Celebrate Success.
Rewards and recognition may not seem to be a component of managing workload, but consider that in this recession, many people not only have taken on more work, they've also experienced a cut in pay, benefits, or both. That's why now more than ever, it's important to celebrate the success of your people. So, find ways to encourage and reward your team members who are going the extra mile, even if you don't have much of a budget. A note of appreciation or an afternoon off work can go a long way in thanking your team for their all-hands-on-deck approach.

When you experience a reduction in staff, make sure you take into account all the ways this can impact your remaining team. Take time to create a plan that enables every employee to manage their workload and maintain proper work/life balance, and communicate a clear direction. Taking these steps will ensure that your remaining workforce is prepared to bounce back stronger than before and seize new opportunities as the economy grows.

Article courtesy Express Employment Professionals