  |
|
|
|
Making An Employee RedundantHow to Reduce the Impact of Letting Staff Go
Redundancies are difficult at the best of times, but having to carry out this tough job in a managerial role can cause stress and anxiety for all parties.
For the manager giving the bad news, the situation can lead to feelings of guilt or embarrassment, and there is a risk that these emotions may transfer themselves across to the employee when notice of redundancy is given. For the employee affected by the situation, there may be feelings of anger and frustration, triggered by fears for the future and an impression of not being needed or valued in their workplace. However, there are a few things that can be done to minimise the negative impact of the message by following a few simple guidelines. Conduct the meeting face to faceWhile this may seem obvious, many employees give notice of redundancy through vehicles such as letter or e-mail. This is possibly easier for the manager, but does not take into account the vulnerable feelings of the employee. Always conduct the meeting face to face, in order that you can mitigate risks of negativity and provide support. Research the situation fullyTake time before the meeting to research the redundancy, so that it is possible to provide facts, figures and details professionally and sympathetically. Present as much information that relates to the company policy and rationale behind the redundancy as possible. Remember it isn’t personalIt is important to make sure that when dealing with the situation, the manager concerned keeps the discussions entirely businesslike. Keep all personal references out of the conversation, to make sure that the employee understands that the redundancy is not personal. Provide the positive side to the situationWhile there is no place for humour in this situation, it is still possible to present the redundancy in a positive light. Focus on the fiscal element of the redundancy, and provide anecdotes of other staff members who have moved on to better things. While the redundancy may seem awful at the time, many people find it is a liberating and positive experience, once the initial shock has worn off. Arm the employee with alternative optionsRather than entering the meeting and focusing on the redundancy, take a fact sheet of alternative support that the company will provide. Many employers offer CV writing facilities, careers counselling and job finder support that will assist a redundant member of staff to find a new opportunity elsewhere. Further resources:http://careersadvice.direct.gov.uk/ https://www.cvbuilder-advice-resources.co.uk/
The copyright of the article Making An Employee Redundant in Employee/Management Relations is owned by Jen Syrkiewicz. Permission to republish Making An Employee Redundant in print or online must be granted by the author in writing.
|
|
|
|
