March 30, 2023
In this blog we will explore the dos and don’ts of communicating potential redundancies to your company.
Rumours have been flying.
Managers grow nervous.
Colleagues are starting to get anxious.
Everyone gathers for a Zoom meeting in the canteen.
The big boss comes on the screen.
He’s wearing his funky tie again...
"Hey gang, bad news, the company isn’t doing so hot. We’re cutting numbers. The South West team is being axed. You’re all fired. Merry Christmas.”This is NOT how to handle redundancy communications.
Redundancies are not an easy topic for discussion. The thought alone can evoke rumblings in the pit of your stomach, or perhaps you shrug it off with a “it’s never going to happen to me”.
But the fact is that redundancies are a part of our economy and can be used as a tool to grow a stronger company for the future. In fact, in the three months to December 2022, there were 99,000 redundancies made in the United Kingdom compared with the three months to May 2022, when there were 51,000 redundancies made in the UK. Just recently, Meta has announced it will make a further 10,000 job cuts on top of the ones made in 2022.
With inflation and prices rising, it is likely we will see businesses, including Microsoft Partners, beginning to make similar tough decisions.
But what is the most effective way to communicate redundancies to your staff? You want to avoid time consuming, expensive and draining claims and tribunals, and ensure staff are treated fairly and respectfully.
To those who face redundancy
This first interaction with staff may be the first time they have been aware that changes are taking place in the company.
Therefore, it is important that this first communication runs as smoothly as possible and starts everyone off feeling there is compassion and care in the business despite the difficult path.
So for businesses and those running the redundancy process:
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To other employees
The ripple effects of this situation may be felt throughout the company and likely can impact employee engagement and wellbeing.
You could choose not to tell anyone other than those involved, but bringing them in may increase trust, respect, goodwill and support.
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After the redundancy process
You don’t legally have to tell your employees that someone has left, but you want to still keep good communication after the redundancy process.
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See the silver lining
A final thought to consider is that redundancy should ultimately have positive long term implications for a business.
There is obviously an important reason why the decision to make redundancies was made, so keep coming back to that. If it was to lead the company into a bright, successful future then lean into that when taking everyone forward. Now more than ever your staff will look for strong leadership.
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