I
am currently undertaking a redundancy process at work – does anyone have any
advice or techniques for minimising the upset and disruption the process may
cause?
Look forward to your thoughts.
Natasha
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Replies
Hi Natasha This is so important and it's great that you are coming at it from this angle as employee well being is so important. HR really do need to put the Human in to Human Resources and whilst we are often seen as the bringer of doom and bad news when it comes to restructures and redundancies we can go a long way to try and minimise the upset and disruption.
I think the important thing to consider is exactly as Steve says below the process is clear and understood. Regular communication is key as there can be a lot of unknowns within this process and people will feel vulnerable, nervous and anxious. At least being up front, honest and clear will at least help people understand what it happening and the timescales involved.
I'm a big believer in helping people to help themselves and if those people who are in consultation need help in preparing themselves to look for other work then I think HR can help here. A clear and through consultation process is essential.
Supporting our people through this process can take many forms - some will be used and some won't but at least the option is there.
And yes of course those who are staying shouldn't be forgotten as this will impact them and again HR can support here and as Steve says below sometimes just acknowledging that those who stay need support can go along way to helping deal with the process.
There is a useful booklet on the ACAS website here as well that you might find useful
Mike
Have been through a few of them, not being made redundant but being one of those that remained.
The main thing to remember is that these people may well be shocked, angry and upset - but this is a time when they really do need all the support you can give. That may be simply ensuring that the process is clearly laid out so they can plan ahead, or maybe arranging for advice clinics with financial advisors and job centre staff?
It's important not to forget about those staff that are retained, particularly during the consultation phase and immediately after the cuts have happened. Those staff may feel guilty at still having a job, whilst those around are losing theirs. It's also important for them to see that the redundancy process is carried out efficiently, with due care, attention and support for those that are affected.
It's never easy, good luck with it.
Hi Steve,
You are right. It is not only the individuals that are affected but the people around them/the whole team.
It is a sensitive subject and should be dealt with in the correct way.
Thanks for your comments.
Morning Natasha
When I got made redundant from Fitness First was a very upsetting time but the way the Managers dealt with it and us as a team made it all easier and smoother. Hopefully it will work that way for you too. Seen this and thought may be useful for you to look at
https://nationalcareersservice.direct.gov.uk/advice/planning/Pages/...
Hope this helps :)
Morning Claire,
Thank you for responding to my post. I agree with you, it is very important to handle these things well, and if you manage this situation in the correct way it will run more smoothly.
Great link – thanks