Of these, the third is the one that has the most potential to go wrong (and has the biggest impact when it does), yet is very often overlooked or considered as an afterthought. When we fail to manage the emotional journey of our employees, we risk the workforce being overtaken by fear, doubt and disillusionment.<\/p>\n
When that happens, productivity can take a hit and you could even lose talented employees who aren\u2019t part of the redundancy program. Further, this could damage your brand if the stories of mismanaged redundancies make it out into the public domain.<\/p>\n
We\u2019ve identified three potential pitfalls that come up time and again for organisations planning redundancies \u2014 rushing the process, putting process before people and getting the communications wrong. So, here\u2019s our best advice on avoiding these mistakes when making someone redundant, ensuring a smooth change for your employees and business.<\/p>\n
![\"Group](\"http:\/\/tiger-recruitment.com\/wp-content\/uploads\/2020\/02\/interview-questions-2-e1580894546679-300x218.jpg\")
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Three pitfalls of the redundancy process<\/h2>\nDon\u2019t rush<\/h3>\n
Once the decision has been made, it can be tempting to just crack on \u2014 ending people\u2019s uncertainty has to be a good thing, right? Well, not necessarily \u2014 being too keen to announce or letting process dictate the pace can lead people to rush the process, which is how mistakes happen. It can also give the impression that you haven\u2019t properly planned things, or that the business is in trouble. While it\u2019s likely you\u2019re making redundancies in a post-COVID world because it\u2019s essential for the future success of the business, this hasty action can lead those people you wanted to retain to start looking for jobs elsewhere.<\/p>\n
To avoid these kinds of issues:<\/p>\n
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- Take the time to prepare properly. Printing out key details five minutes before a meeting looks disrespectful and sets a poor tone for conversations with people. Instead, devise a plan well in advance and stick to it.<\/li>\n
- Look for creative ways to save time instead of rushing. For instance, it\u2019s a common misconception that you need lots of time for consultations, but with the right conversations and effective planning, you can do things pretty quickly.<\/li>\n<\/ul>\n
Put people before process<\/h3>\n
It\u2019s not uncommon to put emotions aside when striving to reach challenging business goals. In fact, sometimes, it can be a good thing to take an objective approach. When planning to make someone redundant, however, this can lead to difficulties and complications that could have been avoided.<\/p>\n
For example, not everyone will want to stay with your organisation, so having the right conversations with those individuals can help them to leave with good grace and reduce the number of compulsory redundancies you need to make. If those conversations don\u2019t happen, or don\u2019t go well, those people may dig their heels in and cause complications.<\/p>\n
To get it right:<\/p>\n
- \n
- Think about the outcome, rather than the process. Although we advocate as much advanced planning as possible, you need to be able to tweak it as you go along to accommodate people\u2019s needs. As long as you keep the ultimate business goal in sight, this shouldn\u2019t be a problem.<\/li>\n
- Tailor the support you give to people\u2019s individual needs. Who do you need to reassure? Who do you want to support into another role somewhere else? For people transitioning out of the company, consider offering outplacement support[1] to help ease the journey and make their next step the right one.<\/li>\n<\/ul>\n
Be prepared to have difficult conversations. To provide genuine leadership at times of change, you need to be present and willing to face challenges with your team. This is definitely not a time to sit back and let a process run its course.<\/p>\n
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![\"performance](\"http:\/\/tiger-recruitment.com\/wp-content\/uploads\/2019\/02\/84-Three-moths-notice-2-300x200.jpg\")
<\/p>\nFine-tune your redundancy and change management communications<\/h3>\n
If you allow the process to take over, resulting in putting people\u2019s lives second, you risk generating resentment and defensive behavior among your employees. If the restructuring is due to COVID-19\u2019s effects, steer clear of blaming employees (either consciously or subconsciously) for poor sales or decreased profits. That can be hugely damaging and make an already bad situation worse.<\/p>\n
To avoid communication issues and misunderstandings:<\/p>\n
- \n
- Remember you\u2019re talking to people \u2014 know your people and demonstrate emotional intelligence. Sometimes just acknowledging how bad a situation is will go a long way and help demonstrate empathy.<\/li>\n
- Think about your messaging. It\u2019s worth giving this as much thought as you would if you were planning a marketing campaign. Planning your messaging in advance can help make sure everyone is on the same page, avoid bad feelings and protect your employer brand.<\/li>\n
- Plan what you want to communicate and when. It\u2019s admirable to want to keep everyone in the loop, but too much information too soon can cause upset and worry. On the other hand, taking too long risks the circulation of leaks and misinformation.<\/li>\n<\/ul>\n
There is no \u2018right\u2019 answer to the question, \u201chow do I make someone redundant?\u201d This process needs to be planned just as carefully as any other business project, with a view to achieving maximum efficiency and value for money, as well as meeting legal\/regulatory obligations.<\/p>\n
However, it will be more important than ever that your change management plans address human factors and that the people delivering them are emotionally intelligent. Get it right and your restructuring program could be a win for your business and employees \u2014 even the ones who are leaving.<\/p>\n
Author bio: Tom Griffiths is a Head of Organisational Change, Internal HR and Business Partnering in the UK based outplacement company Connor[2]. His role is to design the technical solution and resource plan to meet clients\u2019 outplacement requirements.<\/p>\n
[1] https:\/\/connor.co.uk\/outplacement\/outplacement-for-your-organisation\/
\n[2] https:\/\/connor.co.uk\/outplacement\/<\/p>\n","protected":false},"excerpt":{"rendered":"For many business owners and managers, there may come a time in their career when they\u2019re forced to consider making someone redundant. It\u2019s never a decision to make lightly, however, in times of changing markets, some businesses may find themselves speeding through the redundancy process. This is usually because they want to turn their finances<\/p>\n