Navigating the redundancy process as a HR leader by Susan Binnersley

Redundancy is recognised as one of life’s top five most stressful events and at h2h we aim to reduce the impact on all involved. When handled well, redundancy can be a positive move for those affected and for the wider workplace. Outplacement – the process of helping employees through the redundancy process and guiding them to find a new role – is one way to mitigate the impact of redundancy.   

Our Managing Director, Susan Binnersley, recently spoke to the hosts of a podcast with LACE Partners about how outplacement can be used by HR to ease the difficulties of employee departures. You can listen to the full episode via this link, and we have summarised three of Susan’s top tips for HR leaders in this blog post.  

1. Being clear is being kind   

Clarity is vital during the redundancy process, and it is important that HR teams and line managers are on the same page from the start, prior to any communication with the individuals who will be impacted. From the CPO to the line manager, the HR community must align and support one another through the process and present a united front to the wider workforce. 

When the time comes to inform the workforce of redundancies, there will understandably be a number of questions – from broad queries to specific questions on how it will impact each individual. There will be a legal process that has to be followed and in many cases managers are briefed on exactly what to say and when, which can limit their ability to answer some specific questions in detail. This is often a good thing, because it forces clarity. The key message I have for any CPO or manager who is handling the redundancy is: communicate clearly, back it up in writing and keep it simple. Being clear is being kind.  

2. Invest in outplacement 

I would encourage everyone to offer outplacement. We understand that businesses are making these tough decisions because of financial difficulties, but outplacement doesn’t have to cost the earth. Consider: what is the art of the possible with this redundancy? Supporting people through their exit is beneficial for the individual and for the wider workforce. There’s a lot of free resources, through ACAS for example and trade unions can also provide constructive help.  

Fundamentally the role is being made redundant, so with the right coaching there might be an opportunity for people to reskill and point their career in a new direction within the same organisation. But even if the employee is leaving the business, the outcome is often very positive as it can give the person a fresh start and position them in a role that is much more suited to their skills and career goals. Through the coaching and support that outplacement provides, employees facing redundancy can uncover new career aims and ambitions.  

3. Prepare and plan ahead  

Most organisations can anticipate that they might need to go through this process at some point in the future, particularly during the current climate. HR and business leaders should talk in advance and decide what this experience should feel like for their organisation and its people, so that it’s not a shock. In this preparation stage you can lean on the support that trade unions offer, access a wealth of online resources, select an outplacement provider – https://www.h2h.uk.com/newleaf/ and map out how the redundancy and outplacement process could look for your business. This will make the process a lot smoother when the time comes.  

Line managers should also be equipped with the right training they need to have difficult and direct conversations with their teams, which is a useful skill outside of the redundancy scenario. Remember that when there are redundancies the wider workforce is also watching, they’re deciding whether or not to stay with the organisation and they will base their decision on the way their peers are being treated. In order to retain the best talent and avoid any difficulties hiring in the future, it is important that the redundancy process is handled sensitively and professionally.  

 

If you would like to speak to a member of the h2h team about navigating the redundancy process, outplacement or HR coaching, you can call us or fill out our contact form.