Advantages And Disadvantages Of Voluntary Redundancy vs Forced Redundancy
With the world economy struggling and companies continuing to layoff staff, questions arise over the respective advantages and disadvantages of voluntary redundancy vs forced redundancy.
It is an emotionally-charged topic for all involved, including for the people making the decisions about who goes and who stays.
Voluntary Redundancy vs Forced Redundancy
You may have already read the HRwisdom Blog post on how to fire someone.
You may have read about how to build a resilient workforce.
You may have seen our recommended employment document software programs to create customised termination letters and other HR documents.
The interview on how to manage redundancies is divided into small, bite-sized pieces.
In the first part of the interview, we take a look at:
What are the advantages and disadvantages of offering voluntary redundancies vs conducting forced redundancies/involuntary redundancies?
In the other sections, there is good advice on how to manage the redundancy process. This includes:
- What are the steps involved in the staff redundancy process?
- How to select employees for involuntary redundancy?
- How to communicate during the redundancy process?
- Should you walk someone out immediately when making them redundant?
- How can you manage redundancies without destroying all employee goodwill?
- A case study.
To access this excellent interview (it’s free, of course), just log-in using the form over on the right hand side.
Then click on the link called:
How To Manage Redundancies Without Destroying All Employee Goodwill