Executive Playbook Task Breakdown: Restructuring Palmetto Beach Golf Club Resort
s a senior decision-maker, your role is to lead this transition with strategic clarity, compliance, and compassion. Below is a breakdown of your responsibilities and key executive actions you should take:
1. Identifying Essential vs. Non-Essential Roles
Objective: Prioritize business continuity while minimizing disruption to guest experience and internal morale.
Executive Actions:
Conduct a functional assessment of each department (Kids Club, Transportation, Food & Beverage)
Consult with department leads to evaluate operational impact
Map roles to revenue-driving activities and core guest satisfaction metrics
Use a workforce prioritization matrix or tools provided by external advisors to assist in categorization
Consider engaging a neutral third-party workforce consultant to objectively assess and document your criteria—supporting both transparency and legal protection.
2. Determining Who Will Stay, Be Reskilled, or Be Laid Off
Objective: Build a lean, adaptable structure that supports short-term recovery and long-term growth.
Executive Actions:
Evaluate individual employee performance, tenure, and skill adaptability
Identify team members who can be reskilled or reassigned to high-priority areas
Collaborate with HR and workforce consultants to outline reskilling pathways or separation support
Ensure decisions are defensible, fair, and rooted in documented business needs
A consulting partner with expertise in organizational design and restructuring can help create reskilling maps and realign team structures effectively.
3. Ensuring Compliance with the Florida WARN Act
Objective: Avoid legal exposure by following all statutory notification requirements.
Executive Actions:
Consult with legal or compliance advisors to determine if the WARN Act is triggered
If applicable, prepare proper notices for the Florida DEO and affected employees
Maintain written records of the rationale, timelines, and actions taken
Ensure timelines meet minimum notice periods and content requirements
4. Overseeing the Delivery of Outplacement Services to 65 Impacted Employees
Objective: Support the dignified transition of displaced employees while preserving your employer brand.
Executive Actions:
Coordinate with an outplacement provider to deliver coaching, resume assistance, job placement support, and emotional wellness resources
Develop a tailored rollout plan by department to stagger support and minimize overwhelm
Monitor employee engagement with the support services and adjust based on feedback
Track participation and outcomes to report back to leadership and future partners
A compassionate exit, supported by structured outplacement, often results in better PR, fewer legal disputes, and stronger alumni relationships.
5. Creating a Thoughtful Communication Strategy for Staff and Guests
Objective: Build trust and protect your brand reputation by communicating clearly and compassionately.
Executive Actions:
Draft messaging for each audience segment: impacted staff, retained staff, and guests
Use a three-phase communication model: Announcement → Support Plan → Follow-Up
Hold in-person or virtual meetings to deliver the news directly and empathetically
Train managers and guest-facing staff on how to respond to questions
Prepare an FAQ and internal talking points for consistency
Communication consultants or outplacement partners can help script these messages for tone, timing, and transparency.
Your next step?
Consider bringing in Company Bridge Program to help build the structure you need before the next departure happens.
Book a consultation today to ensure your workforce management planning , and guidance.
