When executing redundancies for a genuine reason it’s essential to engage relevant legal professionals, particularly in cases where a large number of redundancies will take place. Periods of change such as these are critical times when HR can take control and manage the change process in order to maximize care for employees as well as ensuring the maintenance of a healthy brand reputation.
Follow company policy
Outgoing staff won’t necessarily be impressed with the redundancy concept, and it’s in times of change such as this that HR has an opportunity to make significant impact. By managing redundancies according to company policy and procedure as well as broader employment legislation, you can minimize the disruption to departing staff as well as those you’re able to retain. Given the nature of redundancy, “The ideal benchmark is not ‘excellent’ but a process that is managed ‘as smooth as possible”.
Consult with staff
Instigating clear and effective communication is one sure fire mechanism to create a smoother ride for all involved. Employment legislation maintains that you must consult with your staff in specific ways when it comes to making changes within the workplace. It’s critical that you meet the requirements of this consultation process. You may also be required to liaise with relevant trade unions, depending on the nature of the redundancy situation. Staff expect their employer will follow legislation, and doing so will promote healthy brand reputation over the long term.
Outplacement is some circumstances
Engaging the services of an outplacement provider to assist with career transition is another way to assist in minimizing the repercussions of employee redundancies. Offering outplacement services to effected staff will assist them to feel valued. It also demonstrates that you respect their wellbeing as well as their future career opportunities. When staff feel their employer has looked after them they’ll likely depart on a more positive note, paving the way for positive word of mouth about the company to others. Remaining staff will observe this positive practice and are likely to become more engaged as they believe their employee does care for them, even during confronting times of business unrest or change.
Protect the brand
The primary outcome that results from a well-managed redundancy process is that a company’s brand and reputation is protected because people are treated with respect throughout a very challenging situation. Staff also come to learn how you as an employer treat employees in this situation. According to HC Online, staff will know how their colleagues have been treated. As a result, their engagement with the business may be determined by the quality of this interaction. Staff who have been treated with dignity and fairness are much less likely to retaliate with legal action, and therefore a healthy culture is more likely to be maintained.
Bio: Joe Flanagan is the Senior Resume Consultant at the resume builder at Velvet Jobs when he’s not helping people get the job they want you can find him learning new ways to cook Asian cuisine and running .. slowly .. in middle distance competitions.