Although I believe things are starting to look up and I’m seeing many of my connections talking about new roles on LinkedIn, redundancy still seems to be a fate facing many in the tech sector and beyond.
Making redundancies is never an easy task. It’s a difficult decision that is often made for the greater good of the company. However, it’s important to remember that the people who are being let go are human beings with feelings and families to support. It’s important to approach the situation with empathy and care to make it as painless as possible for everyone involved.
Try to be as transparent as possible with the affected employees. It’s important to communicate the reasons behind the decision and to be honest about the company’s financial situation. This can help employees understand that the decision was not personal and can help them move on more quickly.
It’s also crucial to approach the situation with kindness and respect. This means treating employees with dignity and offering them the opportunity to leave with their heads held high. Simple gestures like thanking them for their contributions and offering references or recommendations can go a long way in easing the pain of redundancies.
Businesses won’t go far wrong if they offer support to affected employees. This can come in the form of CV review, career counselling, a little extra financial support if possible or even a training stipend. These services can help employees find new job opportunities and ease the immediate stress at the thought of redundancy and financial burden of being without a job.
Finally, it’s important to remember that redundancies can affect not only the people who are being let go, but also those who remain in the company. Make sure that you offer support to the remaining employees and reassure them that the company is still stable and moving forward.
Five practical tips for SMEs to humanise redundancies:
- Be as transparent as possible; clearly communicate the reasons behind the decision to make redundancies.
- Approach the situation with empathy and care; treat employees with dignity and offer them the opportunity to leave with their heads held high.
- Offer real-time support to employees affected by the redundancy process; your aim here is to ensure redundant employees leave the business feeling looked-after, not abandoned.
- Support remaining employees with regular updates and transparency around the state of the business; this could prevent attrition you haven’t planned for.
- Plan ahead! Don’t start your redundancy process without first getting advice from an experienced HR or legal professional. You’ll need to be prepared for any potential legal or financial issues that may arise and provide clear timelines for the redundancy process to the whole staff.
Angela Rieu-Clarke, MD, Buzzqube
