It can be said that corporate culture serves as a compass that guides a business in the right direction and establishes workplace norms for every individual. However, when a pandemic occurs, workforce restructuring may take place rapidly to rebalance workforce utilization. How does this affect corporate culture?
1.What Is Workforce Restructuring?
Workforce restructuring is part of a corporate restructuring campaign. Its purpose is to help a business regain balance, stability, and growth after a crisis.
Restructuring the workforce system provides a foundation for improving quality and innovating human resource management. In today’s challenging circumstances, restructuring the workforce system is not only a requirement but also a challenge for businesses seeking to restructure successfully and overcome the crisis.
Workforce restructuring is also a way for a business to “cleanse its body” by removing unsuitable factors from the organization. This helps the business become more stable and develop sustainably. It reduces costs, improves work efficiency, streamlines the workforce structure, and focuses on putting the right people in the right jobs, …
However, rapid restructuring can also have the opposite effect on a business. At the same time, it can affect employees, especially corporate culture.
For the Business.
– The company strategy must change quickly to suit the company’s current situation.
– Consider retaining the right people for the right jobs.
– Those who remain must have sufficient capabilities to take on additional responsibilities.
– It may be difficult for employees to preserve the corporate culture after experiencing surrounding concerns and pressure.
– The company’s workforce and strategy must be balanced with each other.
– Pay attention to employee morale before, during, and after downsizing.
– Initially, employee morale will decline and affect work performance.
– Develop an appropriate employee training strategy to accelerate work performance.
– Shape products to better suit the company and the market.
For Employees.
– Anxiety about going to work during the pandemic may persist because the disease continues to evolve and spread within the company.
– Restructuring may cause employees to be laid off unexpectedly, affecting the company’s overall morale.
– Those who remain face pressure from having to do more work than usual. The risks of burnout and declining morale are unavoidable and may lead to workplace stress.
– Work pressure may lead employees to deviate from the corporate culture in order to complete their tasks.
– Resentment and a lack of unity may also arise if downsizing is not handled appropriately.
– Unfair compensation and benefits may also prevent employees from fully committing to their work.
2. How can restructuring take place while preserving corporate culture?.
The most important factor in changing the workforce structure is employee morale, especially among those who remain. Businesses should give them confidence, peace of mind, and motivation.
– Sometimes, sharing information about the company’s situation is also a way to help employees understand and empathize.
– Be ready to support those who have been laid off and rehire them as soon as the company becomes stable again.
– Maintain contact with them through check-ins and greetings on anniversaries and holidays. They can also become a source of talent that the business can recruit in the future without requiring extensive retraining.
– Motivate remaining employees by understanding their desires and expectations at work.
– Understand employees’ capabilities and strengths in order to assign the right people to the right jobs. Minimize overload and the resulting risk of burnout.
– Help employees see the company’s potential, as well as opportunities for development and career advancement, so that they are willing to contribute.
– Reasonable compensation and benefits.
– Recognize, praise, and encourage positive contributions.
3. How can a business downsize appropriately while preserving corporate culture?
Downsizing the right people helps a company streamline its workforce, remove those who are no longer suitable, and save related costs. However, identifying who should be laid off is genuinely difficult. Downsizing based on observation alone will not produce the desired results.
Instead, downsizing should be based on specific, objective, and fair assessments through evaluations established and applied by the company.
Assessments should generally include questions related to employees’ capabilities, skills, psychological state, burnout risk, and work style. The results can then be evaluated and mapped onto a team matrix to determine workforce fit.
This assessment also helps employees become more self-aware, evaluate themselves, and recognize their own qualities. As a result, restructuring becomes more objective and balanced, minimizing the risk of laying off the wrong people or assigning the wrong people to the wrong positions.
Furthermore, assessments provide a stronger basis for employee training, developing a succession team, and aligning the workforce with the company strategy.
How do personality tests help with personnel management and problem-solving?
Today, most companies use tests in recruitment interviews and employee training. Even small and medium-sized companies, as well as large corporations, use various types of tests. These are considered candidates’ honest responses regarding their skills, capabilities, EQ, MQ, and even psychological and personality changes at work.
There is no denying that every test developed helps businesses and employers address challenging personnel-related issues.
1. MBTI Personality Test
The MBTI (Myers-Briggs Type Indicator) personality test uses psychological questionnaires to analyze human personality. The results partly reflect how an individual perceives the world around them and makes decisions about matters in life.
MBTI is now widely used as a relatively accurate method of classifying personality types. The MBTI test helps people better understand themselves and those around them, or find suitable work.
MBTI classifies personalities according to four basic groups, each consisting of a dichotomous pair drawn from eight functional and perceptual factors:
+ Natural orientation: Extraversion – Introversion
+ How the world is explored and perceived: Sensing – Intuition
+ Decision-making and choices: Thinking – Feeling
+ Approach and action: Judgment – Perception
2. Five Basic Personality Aspects Test
One assessment you should try is “The Big Five Personalities Test.” It was also developed from MBTI but focuses on evaluating 5 fundamental aspects of each individual’s personality, including:
+ Openness: openness and adaptability.
+ Conscientiousness: dedication, attention to detail, thoroughness, and the ability to stay focused on goals.
+ Agreeableness: pleasantness, easygoingness, and the ability to interact with others.
+ Extraversion: an inclination toward extraversion and introversion.
+ Neuroticism: anxiety and mood instability.
3. Trait-map Personality Test
This test is based on the Big Five model of human personality. It provides an in-depth analysis of 25 personality traits, along with the essential skills a person needs at work. It examines leadership tendencies, conflict styles, and how individuals present themselves in teams. Every tendency is measured using numerical scales, making it easier to read and assess an individual. It can also evaluate how well a person handles pressure. Understanding yourself and others is no longer so difficult.
See more information about the test at:https://vienquest.com/trait-map/
4. The Uchida-Kraepelin psychological test.
The test is conducted by adding two consecutive numbers. This makes the test more objective and reduces the test-taker’s subjectivity. Through Uchida-Kraepelin, we measure an individual’s work capacity and working style, as well as psychological changes at work. It also identifies negative psychological signs such as depression, stress, emotional numbness, and more.
Regardless of which test you choose, each has certain strengths that can help businesses and HR departments address issues in recruitment, screening, and employee training. In particular, tests can be used over an extended period of time, depending on the test, to assess and monitor an employee’s development from the time the test is taken through the evaluation stage. This also helps make salary increases and bonuses fairer and easier for employees to recognize and accept.
See more information about the test at:https://vienquest.com/uchida-kraepelin/
5. Motivation Questionnaire (MQ) – A Motivation Questionnaire from Germany
The MQ test assessment is based on Maslow’s hierarchy of needs, one of the fundamental frameworks for understanding human needs. These needs are analyzed in detail into 16 different basic needs. Measurement is based on participants’ perceptions of their personal satisfaction compared with their expectations. What motivates a person at work and in life? This may include intrinsic motivation—mission, growth, excellence, learning, and so on—or extrinsic motivation—material benefits, achievement, job security, recognition, and more.
Với việc nhận biết động lực của một người, doanh nghiệp sẽ đưa ra nhận định, cải tiến giúp nhân sự dấn thân, gắn bó với doanh nghiệp lâu hơn.
Most tools have their own distinctive strengths. Therefore, for important positions and departments, combining multiple toolsets helps businesses produce more detailed and accurate assessments from different perspectives. At the same time, measurement helps minimize workplace inflation and unethical behavior because people’s needs are addressed in a timely manner. Place the right people in the right positions, especially senior personnel.
How long are these personality tests used?
Depending on the level of detail in each test, the resulting report may be used for a shorter or longer period. However, most personality tests have a validity period of 1 to 3 years, depending on the work environment. The more the environment changes, the more personality and abilities fluctuate, and vice versa.
Therefore, conducting tests and periodic assessments is essential for clearly seeing changes in employees.
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