Preparing for a personnel implosion
I’ve been riffed.
That’s RIF, as in reduction in force. Hard times have compelled my employer to cut jobs, and this time I’m on the list. When life hands you lemons, you write a column on how to make lemonade, so this week I’ve been thinking about how layoffs can affect your network, and what you can do about it.
What happens when half of your network management staff gets laid off? If you’re one of the lucky (?) ones left, you can expect longer hours and more stress. (And don’t assume you’re safe. Layoffs can come in waves, so update your own résumé.)
Like many tasks in network management, there’s very little you can do to help yourself once the ax has fallen. The key to surviving with your sanity intact is to prepare beforehand.
First, automate all that you can. That means you should roll out software to help you with user provisioning, software distribution, hardware and software inventory, license management, and intrusion detection. Take advantage of packages that integrate with your network operating system’s directory services for maximum gain. Consider Intel LANdesk, Novell ZENworks for Desktops, HP OpenView, and similar products.
Train some of your best users to do common tasks. If the power users in the departments you serve can fix common problems without bothering your staff, you’ll be more productive. (They won’t, but that’s not your problem!)
Take advantage of your capital budget. Reductions in one section of the corporate balance sheet don’t necessarily means reductions everywhere. If your equipment budget is relatively intact, you may be able to tap it for hardware to use bundled with the software systems you need to manage more efficiently.
Set your boss’s expectations to an appropriate level. You can’t be as efficient and productive as you used to be with only half as many people. Chances are there will be fewer people to support if the layoffs were pervasive, but users will still expect the level of service they’re used to. Make sure folks in the executive office know that it may be a while before you’re back to your usual response level. Your staff shouldn’t be expected to work twice as hard in exchange for continued employment–though they should expect an increased workload for a while.
If it’s not too late for you to take some of these proactive steps, you’ll be in a better position when the corporate Grim Reaper appears.
Articles | Administrator | 
Monday, July 29, 2002 12:00 pm
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