In this situation as the HR manager, I will consider the following options in this scenario to approach the circumstances.

Effectively managing the process of downsizing is just as important as defining appropriate criteria for downsizing decisions. Once the decision to implement layoffs has been made, a variety of decision criteria are available to determine who goes and who stays.

Be transparent about the current conditions that the organization faces and the potential impact on the workforce.

Treat laid-off employees with respect and sensitivity

Ensure that procedures used to make decisions are seen as just and fair.

On the day of discharge, give employees options on how they want their exit handled.

Carefully examine the impact of employment downsizing on all HR systems.

A company reorganization process must be undertaken with sensitivity, strategy, and foresight. No matter your reasons for changing your organizational structure, these steps should be considered in the reorganization process.

Start with your business strategy

Identify strengths and weaknesses in the current organizational structure

Consider your options and design a new structure

Communicate the reorganization

Good customer service is a cornerstone of successful businesses. Giving your workforce the tools, resources, and inspiration to deliver exceptional customer service is a sure-fire strategy to help keep your customers.

Though it can be tempting to blame individual agents for unhappy customers, the reality is that poor management is a huge factor in low customer satisfaction rates.

To improve the overall customer experience, start by examining employee training materials. Employee training doesnt just need to be up to date, it also needs to be accessible even after the onboarding process is complete.

Do you agree or disagree?