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Support for Businesses and Their Staff in Times of Redundancy

Written by: Emma White

Article Overview: A shift in the economic or business climate, a merger or a relocation can lead toe redundancies. A whisper of the word itself can send shockwaves throughout the department and even whole company. Staff will inevitably worry about their future employment status, and communication handled ineffectively will likely damage overall morale.

Support for Businesses and Their Staff in Times of Redundancy

A shift in the economic or business climate, a merger or a relocation can lead toe redundancies. A whisper of the word itself can send shockwaves throughout the department and even whole company. Staff will inevitably worry about their future employment status, and communication handled ineffectively will likely damage overall morale.

Therefore it is essential to provide a supportive framework for employees pending redundancy. There are the obvious allowances an employer has to provide, for example providing sufficient time for staff to search and apply for new positions and attending interviews.

To uphold morale within the company consider the following actions:

• Demonstrate that you are handling all redundancies fairly and with sensitivity

Provide coaching support to assist individuals in dealing with the shock, and to assist them with their next job finding steps. To keep costs at a minimum, it would be beneficial to purchase a coaching toolkit, such as ‘My Next Career Options - How to manage redundancy effectively’. This can be delivered by internal training and coaching staff or provided as a self-help guide with additional support if required. This provides continued commitment to all employees, and at least leaves lasting impression to those who have been made redundant.

Coaching can also maintain morale with employees who remain, therefore providing greater profitability to the business. They may feel distrustful if friends have been made redundant, and may also experience survivor’s guilt. You could consider anonymous telephone coaching sessions or regular drop in clinics.


• Take action to counter negative publicity

Tell suppliers and customers at the same time as you tell the workforce, so all parties involved do not feel left out of being involved. Make sure you explain the reasons and the long-term benefits. It is advised to issue respectful press releases to the local press and to appropriate trade journals to avoid distasteful coverage and rumors.


• Manage the Expectations of Staff Under Notice of Redundancy

Consider inviting staff who may cause unrest to others to leave before their notice is up with pay in lieu. Legal problems may arise if you let them go before the consultation period is over. Disgruntled leavers may behave negligently or even maliciously. People under notice should not be made responsible for key customers, essential machinery or confidential databases.

Related Articles
  How to make an employee redundant
  Alternatives to redundancies have benefits
  Alternatives to Redundancy Reviewing the Options
  Before You Consider Redundancies
  How to Get Back to Work in Todays Market

Article Tags: anonymous telephone, business climate, career options, company staff, employment status, guilt, lasting impression, local press, merger, negative publicity, profitability, redundancy, relocation, sessions, shock, supportive framework, survivor, trade journals, whisper, workforce



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