Communication Vital For Smooth Redundancy Process

Effective face to face communications is the number one consideration for companies going through painful redundancy processes.

This advice comes from York human resources expert, Susan Binnersley, who has spent almost two decades working within the personnel departments of some of the country’s biggest employers.

Susan, who started her own people management consultancy, h2hr, five years ago, has helped many businesses across a broad range of sectors through major business changes, including mergers, acquisitions, and in many cases, redundancies.

She said: “We already know that many organisations have reduced staff numbers as a result of the current recession and the indications are that more Companies are considering making reductions this year.

“The redundancy process is an extremely difficult period for all those affected including the employee, their family, the business and colleagues of those being made redundant.

“However, by following some clear steps the difficulties associated with this can be somewhat alleviated.”

• The law is very clear on how those being made redundant should be treated. It is helpful to have a clear understanding of this and make plans around it. The ACAS website is particularly helpful.
• Employees need to be consulted on both an individual basis and collectively (if more than 20 employees are likely to be made redundant). This must be done meaningfully and employees may then think of alternatives that companies would want to consider. For example, some may be prepared to work fewer hours or job share.
• Compliance with legislation requirements sometimes gets in the way of businesses treating those affected as human beings. These are real people with real lives and not just “headcount” numbers.
• Communicate regularly and in lots of different ways. When people receive difficult news they are unlikely to take it all in accurately. Follow up face to face communications with some written messages, that way accurate information is discussed amongst those affected.
• Any plans should consider how the “survivors” will be treated. Staff not affected by the process will also be feeling very vulnerable and they too need to be kept informed of decisions affecting their colleagues. These people are necessary for the future success of the business and they will watch carefully how the departing employees are treated. Using outplacement support to help your redundant employees find work elsewhere will be welcomed, particularly in the current market.

Susan added: “For companies carrying out these procedures for the first time it can be daunting, even if they have an HR manager or team in place.

“At h2hr we ensure the right systems are in place; offer practical advice and work closely with employer and employee to ensure the process is carried out with dignity and respect.”

Further information about H2HR and the services they provide can be obtained by calling Susan on 01347 879 056 or visit their website at www.h2hr.co.uk

-ends-

For Further Information, please contact:
Susan Binnersley, H2HR, on 01347 879 056
David Simister, Different PR, on 0845 389 2626

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