Over the past 25 years I have been involved or led about 25 major turnarounds, restructurings, acquisitions, and divestitures. I think that I have developed a pretty good approach to turnarounds that I learned while I worked at Sterling Software. Marc Andreessen, one of the co-founders of Netscape and who is now the chai9rman of Opsware and a co-founder at the new social network Ning has published perhaps one of the best blogs that summarizes what it really takes to turnaround a struggling technology company. My past experience, both the successes and failures, line up extremely well with Marc's guidance. To read the full blog post click here. You can check out Marc's entire blog Pmarca here. The following are a few snippets worth reading.
"Step 3: Identify the 3-5 things that are working surprisingly well in your business, and double down on those. Any big company, no matter how moribund and poorly run, has a number of products and projects that are going better than expected -- and usually come as a complete surprise. Drawing on Peter Drucker's classic admonition to "focus on opportunities, not problems", figure out what these surprise successes are and double down on them. Promote their general managers, elevate their business units in the organization, give them more funding, and get out of the way."
"Step 5: Lay off a third of the workforce. Here's why:
History shows that you're going to have to ultimately do it anyway, either via death of a thousand cuts (or six to eight distinct rounds of layoffs), or all at once. So do it all at once.
A company that requires a turnaround has, in all likelihood, hired too many people for the size of the business opportunity it actually has. This impairs profitability, driving away investors and submerging the stock price at precisely the time the company needs a healthy acquisition currency; this demotivates your great people by surrounding them by too many mediocre people and too much bureaucracy; and this slows everything in your company to a crawl because there are simply too many people running around who have to talk about everything before anything gets done.
Grit your teeth, offer the most generous severance and assistance packages you possibly can, and get it done. Your ability to continue to employ the other two-thirds of your people is at stake."