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How to Best Support Employees Through Redundancy

  • Blog
  • 29 January 2021

The best way in which HR can support employees through redundancy is to remember that behind every redundant role is an individual. It is essential for businesses to make decisions based on business needs and goals. However, it is also essential to support and develop employees, whether they are remaining or exiting the business.

The past year has been challenging for HR. HR teams have been juggling an enormous amount. The redundancy rate rose dramatically and the majority of the world went into recession. Predictions are that the global economy will grow faster than previously thought. This is due to vaccine hopes and a stronger end to 2020. Unfortunately, even with this slightly more positive outlook, many organisations across the globe have been reliant on government’s assistance in the remuneration of employees. Many of these schemes are due to come to an end, which will result in a further serge of redundancies. Now is the time for HR teams to ensure they have the best processes in place to support their employees through redundancy.

Organisations based in multiple countries will have a further step to take, ensuring that all locations are prepared and fully supported.

 

The top 4 ways to support your employees through redundancy

1. Prepare well

HR teams must ensure that the entire process has been well prepared, from a fair selection process to consultation to outplacement. HR must know and understand the facts. Why their role and not another’s? What are their rights and what are the next steps? What support is available to the employee and how do they access this support?

 

2. Support their next move

Supporting an employee’s next move is not only the right thing to do, but also strategical. Employees could be customers. They might work for you again in the future. It is becomingly increasingly popular for ex-employees to leave reviews about their experience in employment on sites such as ‘Glassdoor’. Providing support for exiting employees helps to retain brand reputation making the end of their journey a more positive experience.

You can provide support in-house or via a specialist-outsourced outplacement firm. This will depend on the internal resources available to you and the level of support you are providing.

 

3. Support retained employees

The employees remaining employed can often be overlooked in this process. However, these employees often need a support as they come to terms with the restructure. Sometimes, remaining employee’s roles and responsibilities may have changed and they need support with the adjustment. Ensure your plan has incorporated a support plan for remaining employees to ensure high productivity and motivation.

 

4. Communication

HR functions as the voice between employer and employee. It is imperative that HR communicate with employees, both remaining and exiting, keeping them updated throughout any periods of change. Even if there is nothing to update, employees will feel better aligned than waiting and wondering what is happening. Lack of communication can often lead to assumptions and rumours producing a negative working environment – an additional hurdle for HR to jump over that could have been avoided.

 


Career Star Group is here to support your HR team with your workforce requirements. Get in touch today for more information.


 

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