HRwisdom recently asked one of its contributors, Jacqui Alder, what was her advice for businesses having to make employees redundant?
Jacqui Alder is a consultant with extensive and diverse experience across Human Resources, change management, organisational development and industrial relations.
Jacqui’s experience has been gained across a variety of industry sectors including resources, manufacturing, transport, government & defence.
We asked Jacqui to share her expertise in different aspects of the difficult process of managing redundancies in the workplace.
The Managing Employee Redundancies Interview
In Part 1 of the redundancies interview, we take a look at the advantages and disadvantages of offering voluntary redundancies versus conducting forced or involuntary redundancies.
In Part 2 we walk through the process of managing employee redundancies.
Later, in subsequent sections of the interview, we examine other important aspects such as:
- How to select people for involuntary redundancy?
- How to communicate throughout the redundancy process?
- Should you march someone out immediately when making them redundant?
- How can you implement redundancies without destroying all employee goodwill?
- A case study on how to manage employee redundancies.
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Parts 1 & 2 of the Managing Employee Redundancy Interview
Click on the links below to listen to these sections of the interview with Jacqui Alder.
The link will open the audio recording of the interview (it may take a few moments to load) and the recording will then start playing.
No section of the interview runs for more than 12 minutes. You may wish to take notes.
Click here to play: Part 2. The Redundancy Process
Next Steps . . .
The following will help you manage staff during these difficult times.
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