Handling small-scale redundancies - A step-by-step guide
Handling small-scale redundancies - Step 1
Brief your managers
It is in everyone's interests for you to start talking to your employees about the circumstances your business faces - but before you do that, you will need to have your managers prepared, trained, informed and ready to support you.
If you're the owner and only manager...
You are likely to manage the redundancy process on your own, unless you bring in a consultant to help. If you are on your own, make sure you are fully prepared and trained, and set aside as much time as is needed.
In particular, ensure you are confident about handling the redundancy process correctly and trained to conduct one-to-one interviews with staff at risk of losing their jobs. These one-to-ones can be emotionally draining and a psychological strain, so make sure you are prepared to handle them.
If you have several managers and/or owners...
You will need their full support. They should be involved in the process from the beginning, fully understand the business case for what you are proposing, and be kept up to date throughout so they can:
- come up with ideas that help smooth the process and even reduce or avoid redundancies
- effectively talk and liaise with staff
- make redundancy dismissals and give notice of when staff selected for redundancy will leave
- help you restructure your business in the best possible way.