All Posts

At Glacier Point Advisory, we treat workforce reductions as structured change programs rather than isolated HR events. This article walks through each phase at a high level, outlining how organizations can align headcount with strategy for the best outcomes possible for the organization, impacted headcount, and retained employees. Strategic Workforce & Scenario Planning Headcount Targets, Role Selection & Risk Review Leadership Alignment & Governance Communication & Change Na

When cost pressure hits, the fastest path can be an across-the-board headcount cut—“everyone loses 10%.” However, a strategic workforce reduction should be surgical, not blunt. The goal is to reshape and optimize your workforce , keeping the roles and skills you need for the next 3–5 years while exiting redundancies and low-impact positions as cleanly and fairly as possible. This article walks through a role-based analysis  approach Glacier Point Advisory uses with clients to

Workforce reductions are among the most consequential actions an organization can undertake. They affect not only employees who depart, but also those who remain, the culture, and the organization’s reputation in the market. When reductions are handled poorly, the result can be legal exposure, damaged morale, reputational harm, and prolonged disruption to the business. Avoiding the following common mistakes in layoffs helps leadership teams navigate restructuring with greater