Managing a redundancy programme.

PositionJOBS & CAREERS - Brief Article

Change management

All redundancies require swift attention and change management. You need to revisit strategies, monitor trends, draw up new plans and, above all, keep people informed. If 20 or more jobs are threatened, staff representatives must be consulted within the statutory time, but explaining the situation early on is always good practice, regardless of the numbers.

Minimising job losses

Examine all ways to do this. For example, re-evaluate working hours; retrain staff to aid redeployment; and consider job-sharing schemes, part-time work, sabbaticals, early retirements, voluntary redundancies, recruitment freezes and voluntary pay cuts.

Choosing jobs to be cut and notifying staff You have to inform people first. They must not hear of it through outsiders, rumour or the media. Check the legislation, but in all cases a conscientious approach will reap rewards for the firm. When notifying those at risk, care and empathy is vital. Even when there is a generous package, redundancy can be a devastating blow. Look into individuals' personal situations before meeting them, so you have an understanding of the problems they...

To continue reading

Request your trial

VLEX uses login cookies to provide you with a better browsing experience. If you click on 'Accept' or continue browsing this site we consider that you accept our cookie policy. ACCEPT