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a-z work related health: redundancy
  
 
 
 
      << back to work related health index  
 
 
 
 
• coping skills for employees
• redundancy tips for employers
 
     
 
Genuine redundancies arise because of the employer’s needs and are deemed to be “no fault” dismissals in that the employee is not responsible for the loss of his or her employment.

If you are dismissed because of redundancy, this usually means that your employer has needs to reduce the workforce. This may either be because the place where you work is closing down, or because there is longer the need for you to carry out the particular kind of work that you do.

 
     
  Coping skills for employees  
  As the effects of the global credit crunch and slowing economic growth hits us all, a number of companies are cutting jobs in a bid to save on costs and salvage their stakeholders’ investments. Yet, however logical redundancies may appear to an organisation, when you are the one at the receiving end, it’s often hard to handle.

Here are some suggestions to help you cope with this (temporary!) crisis in your life. 		 
 
   
1 Take a minute
Resist the urge to panic. However unexpected and unwelcome the news of impending redundancy. When you have had some time to reflect, it might even turn out to be the best thing to have happened to you. Don’t go straight from your office to the nearest recruitment consultant after hearing the news; you need to assess what you have and what you will need.
   
2 It’s not about you
Although it might seem hard to believe, try to remember that it is the job you were doing that is now redundant, not you. While you may be the person at the receiving end, cutting back on jobs is the company’s response to its business situation or to its need to reorganise and is not a reflection on your skills and abilities.
   
3 List your achievements
Look back over your achievements in this last job and the others before, and appreciate what you have already accomplished. Make a list. In addition to boosting your confidence, this will be good practice for marketing yourself to prospective employers who have not yet had the benefit of knowing how you work and what you have achieved.
   
4 Check your skills
Use this opportunity to think about what you have enjoyed - or hated - about your last job. This will help you focus on where you might now want to take your career. Although redundancy is usually not a voluntary decision, it has given many people the chance they may otherwise not have had to choose what works better for them. List your skills and rate how competent you are.
   
5 Research the market
Invest in the time needed to really research what’s out there and which jobs match your skills and experience. However, just because you have been doing one kind of job for a few years is no reason to continue doing so, if it doesn’t match your strongest skills or real interests. The internet offers invaluable research material and you can also pick up information about other career opportunities from libraries, professional associations and government funded organisations. Now is also the time to follow your dream of being self employed and opening up that little business that has been in the back of your mind for such a long time.
   
6 Value your values
Use your recent experience to think about the kind of organisation that you want to work with. For a working environment that brings out the best in you, make sure that your values are in line with those of your employer. And remember there is a serious skills shortage out there, so be sure to list your skills as well as your achievements in your CV.
   
7 Use all the routes
There are various routes back into employment, and you should make sure that you use them all. Find out which newspapers and magazines publish jobs in your sector or profession and either buy them or visit a local library to access a copy. Choose a few recruitment agencies or head hunters that specialise in your sector and register your CV with them. You should also keep an eye on the vacancies they advertise and contact them about any that are relevant to you – busy agencies may not necessarily have the time to contact everyone registered with them. There are a host of online job sites advertising job vacancies so sign up and check regularly with those that have the kind of vacancies that you are interested in.
   
8 Network
Use your network of friends, family and contacts to help you identify potential opportunities.. Contact past colleagues; some may know about a vacancy. Even social gatherings can give you the chance to market your experience. Remember to always follow up any referrals promptly and professionally.
   
9 Get your CV right
Don’t miss out on the right job because of a poor or misleading CV. Use this time to take a fresh look at your CV and to make sure that it is marketing you in the best and most appropriate way. Use the net for finding out what makes a good CV. Keep the look and feel of your CV professional; check your spelling and state your achievements rather than just reproducing your last job description. Keep it brief and include information about the skills and qualities needed for the job you are targeting. Get a business friend to read it and comment.
   
10 Plan your finances
Scale back on your expenses while you anticipate having less income. It’s also a good time to plan your finances for now and for the future.
 
     
  Redundancy tips for employers  
  Redundancies are difficult for employers, and one mistake may result in severe consequences, financial or otherwise, for the organisation. Here are some top tips for employees:  
     
 
- Establish an objective plan and identify your talent - first review your business goals and document why redundancies are needed for genuine operational reasons. Establish an objective plan for targeting positions to be made redundant. Determine the skills required within your workforce, then work with managers to identify areas where redundancies make the most sense, ensuring that top performers are identified, retained, and redeployed if necessary.
   
- Know your legal obligations - review your selection criteria ensuring they are objective and non-discriminatory to protect your organisation from unfair dismissal claims. Make sure employees are terminated because their job is no longer needed versus other reasons such as personality, conduct, poor performance, or a disability. Consult legal counsel to ensure your redundancy plan is in compliance with labour laws.
   
- Offer career transition services - make arrangements early in the process for outplacement consultancy support to begin immediately upon termination. Such services assist employees with determining skills/strengths, writing CVs, sourcing career opportunities, networking, interviewing and negotiating opportunities. Offering such support communicates a powerful message to both the redundant employees and those staying - that you care about them.
   
- Communicate honestly, consistently and personally - Keep in mind that it is much safer to over-communicate than under-communicate. Be honest, stick to the facts and be prepared to explain consistently why certain decisions have been made. Never use email to communicate a redundancy, always do this in person. Conduct individual meetings with affected employees, including their manager and a HR staff member. Keep the meeting short and to the point, focusing on fact the termination is due to business reasons. Communicate the reason for the redundancy, the process undertaken, timetables and goals for the future.
   
- Train and support your managers - delivering the news that one's job has been made redundant is very difficult. Make sure managers charged with this task are appropriately trained and can articulate the reason for the redundancy; they often are your first line of defence for dispelling rumours. Ensure your managers are prepared for the variety of reactions and emotions they will encounter. Prepare managers to answer basic questions regarding redundancy payment, benefits, notice periods, outplacement support, and exact next steps.
   
- Be compassionate - realise that losing one's job often has devastating effects. Although you can't change the outcome and give them their job back, you can soften the blow by treating them with dignity and respect.
   
- Engage and retain your remaining employees - the aftermath of a redundancy can be riddled with declining morale, productivity and loyalty among those remaining. You can prevent such declines by taking some proactive steps. Communicate clearly and honestly why the redundancies were necessary and let them know how their jobs will be affected, i.e. changing responsibilities, workloads, redeployments and training. Reassure them that their jobs are secure (assuming that is the case), or at a minimum that you will continually communicate any upcoming changes. Be positive about the future of the company.