When an organisation is making redundancies, there are many business reasons why this process should be made as easy as possible for the staff who are leaving:-
- Uphold the reputation of the organisation – with customers, future staff, local community and industry
- Maintain the morale of the remaining staff
- Reduce any negative impact on productivity and customer service levels
- Minimise any potential for legal actions against the organisation
Of course, from the individual’s point of view, any support and help which can be provided may make a huge difference to how they deal with this dramatic event, and will improve their attitude towards the organisation
Here are a few things which the organisation can do:-
Be Flexible with Time – allow staff time to look for their next job, such as attending outplacement service sessions (see below) and interviews with potential employers
Allow Internet Access to Job Search Sites – there may currently be blocks on internet access to job search sites. This should be lifted for staff so that they can use their lunch hour to advance their job search. The same should go for the use of the telephone, within reason, staff should be allowed to take calls if necessary
Outplacement Services – these services may include workshops or 1-2-1 sessions for staff to discuss their next career move, write CVs, prepare for interviews, learn financial management etc (for CLAssociates’ Redundancy Support Services)
Access your training contacts – your organisation will have contacts with training providers. Use these to help staff access training courses which may help them find another job. The organisation may also help towards the cost as part of the redundancy package
Use of facilities – the outplacement services may be best provided on site. The workshops and 1-2-1 sessions will require the use of meeting and interview rooms
References – the organisation should be prepared to provide the best references possible within individual circumstances
Keeping Employees in the Loop – when members of staff are leaving, they should not immediately be left out of what is going on. The organisation will need a smooth hand-over of work and knowledge if possible. This will require careful handling and managers should take care to invite the staff to the usual group/team meetings and to speak to them on a regular basis so that they do not become isolated, uncooperative or disruptive.
This post was written by Charlie Damonsing of CLAssociates. CLAssociates specialises in helping businesses manage stress in the workplace and provides redundancy support. Consultancy, training and 1-2-1 support. For further details please contact Charlie on 0771 559 6487.