Here are our top five tips for starting an engaging, fair, and transparent redundancy process.
Cut out the rumours – prior to the first announcement, carefully plan the message that you want to land with every one of your employees (or at least those who will hear about the redundancies) in respect of the changes that you’re proposing. Start the communication process by ensuring that everyone is given the same message about the reasons for the proposed changes, those potentially affected and the next steps.
Straight-talking, clear messaging – rehearse carefully your key reasons for the possible changes. Be clear that the outcome is not predetermined and this is the start of a process designed to avoid redundancies. Be clear on the support available, when updates will be provided and how the end of the process will be communicated
Communication that works for your employees – whether it’s a video making the announcement about the start of a redundancy process, messaging from managers to their team or an online meeting, be sure to choose communication tools that work for your employees.
Shout out support – everyone deals with change differently. Whether an employee is at risk or just unsettled, shout out the routes to support that you can offer. Whether it’s an EAP helpline, financial support, or offers of counselling, be sure to remind employees regularly of the support available.
Keep on top of frequently asked questions – there’s a huge amount of information your employees will need to digest in the early stage of redundancy consultations. You’ll have many questions raised about the process, the payments, the alternatives and the fairness. Be ready to deliver the answers to those questions at the right time, in the right way and consider whether an up-to-date FAQs page on your intranet is a good way to deal with questions asked by many.
