Redundancy: Getting it right

When organisational change can lead to redundancy, how can HR best support employers? Denise Taylor has some answers.

The most important step in the redundancy process is communication, keeping people informed right from the start. Rumours will spread so best to provide as much information as you can. Keep people informed through regular briefings and time for questions. As things progress you can let people know about options and what help is going to be available.

Redundancy can be a time to raise the importance of career management and people being responsible for their own careers. Whether people are to stay or leave, this may be the time for people to consider how to keep themselves employable through development and training.

How to choose who is to go

Whilst it can be tempting to use this as an excuse to get rid of 'difficult staff', you will want to ensure you have a clear and transparent process.