During the next few months business leaders are going to be facing the challenge of having to make employees redundant. It’s not something that they want to do and in most cases the decision will have arisen as a consequence of circumstances that are outside of their control.

 

In my experience, in situations such as this, where business leaders have to take actions that they really do not want to have to take, they struggle.

 

Managing a redundancy process requires balancing legal obligations, with wanting to ensure that employees are treated fairly and reasonably and being mindful of how actions will be perceived by those who are remaining with the business.

 

MY PROPOSAL / SUGGESTION

 

Is to hold two separate zoom calls with business leaders who are facing the prospect to having to make employees redundant. Areas that can be discussed would include but not be limited to:

 

Determining if a situation of redundancy exists.

Considering if redundancy is the best option.

Defining redundancy; is it the person or the job?

Formulating a redundancy plan.

Communicating with all the workforce.

The difference between “at risk” and “redundancy”.

Consulting with employees.

Managing the process of selection.

Preparing correspondence.

Treating those who will be redundant with dignity and respect.

 

I am suggesting two conversations because in my experience there are always supplementary questions and points that require clarification and discussion after the first call.

 

My style is not to tell employers what to do but to require them to consider the options themselves and then to coach and empower them to take action.

 

The estimated time of the first call would be 45 minutes, the second, 30 minutes.

 

In terms of availability I envisage being available 1 day each fortnight although this of course is dependent on demand.

 

ThreeR Consulting 

www.threerconsulting.co.uk       colin@threerconsulting.co.uk

Company registration number 10129303