Major companies lay off workers on the back of weak economic prospects

tech companies reducing staff

After two years during which the employment trend was going up, there are already signs of a turn. While in the past it was small and medium-sized businesses that were making the headlines, the media is now focused on major companies that are reducing staff.

Governments are cutting back on fiscal spending, interest rates have risen, and customers are finding themselves forced to adjust their spending due to the elevated inflation. In such an environment, acting to cut down costs is the natural thing to do for businesses, whether big or small, in order to avoid negative ramifications down the road.

Top companies reducing staff

Twitter, Meta, Snap, and Coinbase are just some of the companies that have already announced significant layoffs. The majority of the brands in the headlines as of late are from the tech sector, which seems to be one of the hardest hit. Some estimates point to approximately 120,000 jobs lost in the technology space. Corporate employees who once worked for large companies can now be seen searching for new opportunities on platforms such as LinkedIn.

Cheap access to capital and low prices for commodities were beneficial for the tech sector during the last decade. Since that’s no longer the case, companies are facing pressure on their balance sheet. Experts working at easyMarkets, a retail brokerage with a long track record in the financial industry, point to the fact that central banks are committed to keeping interest rates high well into 2023, which will probably mean that the number of layoffs is likely to trend higher.

Risk of a recession looms

Spending on discretionary items has been going down, as people need to allocate more to staples and utilities. The services sector represents an important part of the economy, in particular among developed nations.

Warnings of a potential recession in 2023 are on a rise and even though there is no certainty in that respect, a significant slowdown is already taking place. Weakness is gradually spreading toward manufacturing, industrial production, and even corporate profits.

European countries seem to be the most exposed to a recession, with the conflict between Ukraine and Russia still not showing any signs of abating. Elevated energy prices led to double-digit inflation figures in places where the public and private sectors have grown accustomed to insignificant fluctuations.

In the USA, economic activity has been robust thus far, yet since there is less fiscal spending and interest rates had to rise as well, there is little to stimulate organic growth moving forward.

Corporate profits to be impacted?

Most of the major companies laying off workers are publicly listed, meaning they need to put shareholders’ interests first. After rising by an average of 20%, corporate profits are now seen up by 4-5%.

Current projections for 2023 point to a continued slow expansion of profits, yet those estimates do not consider a potential recession. If revenues and EPS figures enter negative territory, share prices will be under pressure. Preserving wealth is the key goal of any shareholder; if stocks go down, that might feed into more selling pressure.

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How to build trust with your suppliers: A step-by-step guide

cold calling with a script

When you’re starting a business, one of the most important relationships you will build is with your suppliers. 

After all, they’re the ones who will help you get your products to market. But how do you go about building trust with them?

Here’s a step-by-step guide to help you get started.

Establishing a relationship

Suppliers are more likely to trust you if they feel like you’re a company they can do business with long-term. If you can establish a good relationship with them, it will be easier to get the supplies you need in the long run.

Learning your supplier’s T&Cs

Before you even start negotiations, take the time to learn your supplier’s T&Cs.

This document will outline everything from delivery timelines to payment terms, and returns. You must be both on the same page before things get too far along.

By understanding your supplier’s business model, you will be able to better manage your expectations and negotiate. For example, if a supplier is used to dealing with larger businesses, they may not be willing to offer the same terms and conditions to a smaller business. Or, if a supplier is used to longer delivery timelines, you will need to be patient.

Communicating clearly with your supplier(s)
man on a phone call

Image Credits: broadcastprome.com

Communication is key. After all, you can’t establish a trusting relationship if you’re not clear about what you need and expect from them.

Here are a few tips for communicating effectively with your suppliers:

  • Set expectations early on, and make sure both parties are clear about what’s required. This will help to reduce any guesswork on either side.
  • Establish a communication plan, and make sure to speak regularly. This will help keep the lines of communication open and will help ensure that both parties are always up-to-date on the latest developments.
  • Articulate openly and honestly, and be prepared to listen to your supplier’s feedback. This will help foster a trusting relationship in which both parties feel comfortable sharing information and working together for the benefit of everyone.
Effective use of data to optimize your supply chain

If you want to optimize your supply chain, you need to make sure that your data is in good shape. This means having a system in place to track your supplier relationships, so you can see what’s working and what’s not.

There are a few different ways you can use data to optimize your supply chain:

  • Find new suppliers who might be a better fit for your needs.
  • Negotiate better terms with your suppliers, based on their performance.
  • Track the performance of your current suppliers, so you can see which ones are meeting your expectations and which ones are falling short.

When it comes to building trust with your suppliers, there are a few key things to keep in mind. By following the abovementioned simple steps, you can develop a strong relationship with your suppliers and ensure that you’re getting the best possible products and services to keep your business up and running.

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Handling challenging conversations: How to communicate layoffs with empathy

two female coworkers have a serious conversation

Let’s face it: layoffs are never easy.

But when done with thought, they can be a little less traumatic for those affected.

In this article, we will share some tips on how to handle layoffs more compassionately. We will also provide some resources that might help make the process a little easier for everyone involved.

Be prepared for the conversation

When you’re preparing to communicate layoffs, remember that the conversation will be tough for both you and your employees.

Have all the facts at your fingertips and think about your delivery. This is not a time to pass blame or criticize anyone. Your goal is to communicate the news in a way that is respectful and empathetic.

Explain job loss with compassion

Start by explaining the situation straightforwardly without shying away from facts.

Remember that your employees are likely worried about their future and their families. Reassure them that you’re doing everything you can to help them through this tough time.

Be honest about the company’s situation and what led to the layoffs. Let your employees know that it’s not their fault and that you appreciate their hard work. Offer them resources like outplacement services or career counseling to help them transition into their next role.

Acknowledge and validate feelings
talking during an interview

Image Credits: theladders.com

You’re dealing with people. People have feelings. People have families. People have mortgages, student loans, and bills to pay.

Acknowledging and validating the feelings of the people you’re about to let go of is one of the most basic things you can do as a leader. It shows that you understand what they’re going through, and it helps to soften the blow a little.

Give adequate time to the conversation

When it comes to communicating a layoff, the last thing you want to do is rush through it. We encourage you to give yourself and your employees adequate time for conversations. They deserve plenty of time to process and ask questions.

You don’t have to be in each other’s presence for hours, but we suggest at least 30 minutes of conversation that allows room for emotions and reflection before saying goodbye—especially if you have worked together for many years.

This method also sends a strong message that you are still invested in their well-being despite the unfortunate news. Giving a person enough time can make them feel less neglected and ensure closure.

Provide resources to help cope with the change

Provide information about counseling services or financial resources available to them, such as severance packages or job placement assistance.

These resources can help ease the transition for them and provide them with a sense of security, knowing that you are invested in their success even beyond your own business.

Having access to online learning communities, such as webinars or workshops on how to adjust to the new change could be beneficial. Additionally, if you have business contacts that you can direct them to, offer those as well.

Providing tangible support they can use immediately makes the whole process less intimidating and help individuals be in control of their situation.

When you’re handling a challenging conversation like layoffs, be as empathetic as possible. Show that you understand how challenging this is for the other person, and be direct and honest with them. Explain the situation clearly and help them to see how this decision was made. It’s also good to give them some time to process the information and answer any questions they may have. Thank them for their understanding and let them know that you appreciate their contributions thus far.

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5 Ways to Cut Down the Hiring Process Costs

With 2022 coming to a close, many employees will be making the most of the opportunity to reflect upon their careers. January presents a fresh start, with endless career opportunities and renewed optimism. It is the perfect time to hire fresh staff for your team, isn’t it?

Before you begin hiring new employees, you need to fully audit your own recruitment process. Identifying potential savings is a fantastic way to keep your recruitment fit for purpose. On that note, here are five ways to save money and time when it comes to the hiring process.

#1: PLAN AHEAD

You need to have a different game plan than your competitors. Companies that hire in January need to be competitive with their job offers and move fast to get a shot at securing their preferred candidates. It all starts with Human Resource planning.

What are you looking for? The company must then compare their needs to the expected number of qualified candidates in the labor market.

#2: HIGHLIGHT YOUR HIRING PROCESS COSTS

Costs have indirect and direct links. It is important for you to identify both. The direct costs of the hiring process include referral fees, external assessments, background checks, agency fees, LinkedIn Premium or Recruiter accounts, onboarding, training, and creation of contracts.

For indirect costs, it includes candidate dropouts, poor hires, poor team morale, and time away from work. Slow assessment periods or delayed offers can generate hidden costs too!

#3: KNOW YOUR BEST ACQUISITION CHANNELS

In specialist markets, it is likely that you will have to invest in paid job advertisements. Many employers invest in LinkedIn, Jobstreet, Indeed, and Facebook to promote jobs. It is hard to resist the temptation to make sure every single potential candidate sees your opportunity.

Look closely at your advertising channels and create a comprehensive list of all these. Make sure to sort and manage your channels by estimated total cost per year, current usage, and payment models. You will be able to predict your top performing acquisition channels upon assessment of this list. Junk the unnecessary!

#4: AUTOMATE MANUAL TASKS

If you can save time and money by automating manual tasks, do so. Time lost at any stage of the hiring process quickly dominoes resulting in the lengthy time-to-hires and lost candidates.

Here are the manual tasks that can be automated or templated:

a. Application alerts
b. Responses to candidate applications
c. Disqualification emails
d. Getting candidate contact details from CV
e. Creating recruitment related tasks in your project management tool
f. Adding candidates to mailing lists
g. Sending assessments to candidates
h. Sharing candidate history and CV with hiring managers
i. Booking time in hiring managers’ schedules
j. Booking interview times with candidates

Image Credits: pixabay.com

Automating tasks will keep your hiring process more efficient.

#5: EMBRACE COLLABORATIVE HIRING

As organizations grow, the communication lines between recruiters and hiring managers often become more distant and weaker. Combat this by using collaborative hiring. Collaborative hiring happens when you engage more employees in the hiring process.

More employees beyond the recruiter or hiring manager give the candidate a more cohesive vision of what it would be like to work in your organization. Additionally, you will get more feedback on the candidate. Included other employees in the interview, introduction, and assessment phases.

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Ways to encourage your sales team on a bad sales day

colleagues in a meeting

Every boss wants their sales team to be pumped up and motivated daily, but what do you do when they’re having a bad sales day?

It can be tough to know how to encourage your team when they’re feeling down, but remember that a little support can go a long way. Here are things you can do to help your team get back on track.

Use rewards

It is no surprise that sales reps are constantly under pressure. Sales do, after all, come with a lot of rejection.

Additionally, it’s not uncommon to have your sales representatives burn out or experience slumps if they don’t feel valued or compensated for their efforts. Drive them to meet those increased quotas by giving them rewards to strive toward.

Shift the focus

Even the toughest of spirits will become worn down by relentlessly pushing for achievements.

Why not assist your team in developing a set of daily and weekly objectives that will lead to the achievement of an ultimate goal?

For instance, daily goals can be to initiate five new sales calls or advance at least three deals to the following step of the process. Short-term confidence is generated by completing such smaller tasks, which can aid a salesman in getting out of a slump and feeling better.

Be a cheerleader
a woman with animated actions in a meeting

Image Credits: betterup.com

Anyone in the sales industry deals with rejection, hostility, and frustration on a weekly, if not, daily basis. It’s challenging to overcome all obstacles and maintain motivation on a routine basis. Cheer on your team!

Foster collaboration

Although competition among salesmen of the same team can be detrimental, it is in their nature to be competitive. It causes some people to neglect their coworkers while making others resent them.

To counter that, encourage cooperation over rivalry. The objective is to compete with other businesses and not with one another. Encourage collaboration by rewarding coaching, expertise, and cooperative efforts to outperform rivals.

Find what motivates each individual

Different salesmen are driven for various reasons.

Friendly sales competition among the entire team can inspire some employees while some people are motivated by reaching quotas.

Some individuals are pushed by career perks, while others are driven by their influence on the company. There are also likely many people who are motivated by income. Use the motivators that each person has to communicate with your team.

When your sales team is having a bad day, it can be tough to get them motivated again. But with the right tips, you can encourage them to get back on track. By using the abovementioned tips, you can help your sales team rebound from a bad sales day and start selling better than they usually do.

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