There are many resources and statistics to refer to while brainstorming this idea. Most have the same advice it is the perceived communication during the action of downsizing/rightsizing by both those that are being let go (the victims) and those that are going to retain employment (the survivors) that will impact the success of the company moving forward.
Links can be found at About.com that give brief overviews of this topic:
The following link takes one to a paper written in PDF format focusing on the communication process in the downsizing/rightsizing process:
The following link is a brief article about downsizing and the survivors of the process and their probable behavior:
The following link is a brief article in Inc.com about items to think about when downsizing which included the reasons why the downsizing has to occur as well as communication process thoughts in the process:
The following link was a buinessweek.com article titled "Downsizing 101" and gave an overview of tips to do the downsizing communication correctly to employees in this two page article:
I thought all of these informational resources were good and seemed to clarify the same approach and concerns. I think after reading through these articles it will become clearer the direction that Busniness Communicators should advice Mr. Omputer in his rightsizing process. I encourage all of my collegues at BC 2.0 to glance over these resources to understand the type of case we have become involved in, and the elements that are needed to make a successful resolve.
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Great resources here. I appreciate your thoroughness.
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