Redundancy strategy
Redundancy Checklist
The Redundancy Checklist – a guide for HR managers and employers is intended as a good practice guide for making redundancies.
It recommends a series of steps to ensure the process is carefully and efficiently managed.
Redundancy notification meetings
Telling staff their roles are redundant will never be an easy process. With forward planning and care, however, you can increase effectiveness when making redundancies and minimise costs to both your organisation and the exiting employee.
Also available via our resources request form.
Strategic redundancy process
Rather than a random cull, ensure your organisation’s redundancy process is strategic and above board. Employees should know they haven’t just drawn the short-straw. This article provides advice to guide you in the strategic redundancy process.
The three stages of a successful redundancy process
The process of deciding to make redundancies, complying with relevant legislation, managing the employee transition and developing and implementing a communication strategy to maintain workplace morale and retain corporate reputation can be a difficult challenge for organisations to manage.
Rebuilding after redundancies
A major restructure involves the difficult challenge of deciding which roles to let go. Your decision-making should first be guided by considerations such as impact, legal liability and fairness. Once those criteria have been applied, you need to be more strategic to retain the skills required for ongoing success.
How to help remaining staff following redundancies
‘Survivor syndrome’ describes the physical and psychological impact of redundancies on the remaining staff who didn’t lose their jobs. A lot depends on the individual, but those who remain often encounter one – or several – of the following emotions.
Time reductions won’t save your business
To avoid having to make roles redundant, you may be considering time reductions to deal with the downturn. But across the board cuts in employees’ hours may not be the best solution for your organisation.
Ways to limit risk when making redundancies
Making redundancies brings a number of risks that should be identified and managed to minimise the potential for long-term damage.
Five things NOT to do if you’re forced to downsize
The sad fact is that your organisation may have little choice at the moment but to reduce workforce numbers. If times are tight, you must reduce your business costs or the whole organisation will go under. Here are five suggestions for what NOT to do when managing a redundancy process.
How to tell someone their role is redundant
Those tasked with telling someone their role is redundant can suffer too, and often in isolation. Making roles redundant is about more than change management and correct procedures.
Employment contracts
Enforcable non-compete clauses in employment contracts
It is commonly believed that non-compete clauses cannot be enforced as they run contrary to the public policy of providing a sufficient and trained labour force. However there are ways of wording non-compete and other restraint clauses to protect your business.
Outplacement advice
Outplacement as part of your Employee Value Proposition
Including outplacement as part of your employee value proposition (EVP) is a great way to highlight to future employees how well you look after your people, even during the most challenging times.
The best redundancy support: EAP or outplacement?
Employee assistance programs (EAPs) have become somewhat of a workplace panacea. This can lead to an expectation on EAPs to provide whatever the client requests. This includes specialist outplacement services following redundancies.
How to select an outplacement provider
Supporting transitioning staff with outplacement services is a worthwhile strategy. If you choose wisely, you will maximise the return on investment for both your organisation and former employees receiving the service.
Executive outplacement for extended transitions
Executives can face a highly competitive marketplace full of of competing candidates, limited opportunities and an employer’s market, and a job search lasting 12 months or longer.
Outplacement for career development
Outplacement can do more than help people move smoothly into a new job. It can also be an opportunity for professional assessment and career development, and can even be a chance to consider alternative options.
Outplacement questions to ask providers
We’ve developed some answers to the most frequently asked questions we receive.
How much do outplacement services cost?
The cost of outplacement services usually varies depending on a company’s specific requirements and the needs of impacted employees.
Redundancy and outplacement myths busted
Some facts about career transition and redundancy are hard to dispute. When it comes to outplacement myths, however, there are a few that are much easier to challenge.
Why accept outplacement support?
Your former employer may have offered you outplacement support. What is it, and why should you accept it?
Benefits of outplacement for job searching
Why bother with outplacement services? Research shows the many benefits of outplacement.
Outplacement works if you make the effort
An outplacement consultant’s role is to help you find a new job more quickly than if you searched for a job by yourself. Outplacement works. And the harder you work at it, the sooner you will get positive results.
Outplacement help at any job search stage
Accepting outplacement help can benefit you at every stage of a job search. From coping with change to assessing your options, writing a resume and right through to negotiating a job offer.
Success stories
How outplacement services helped me find a new job
We spoke to James, a recent participant on our career transition program, about how outplacement services helped him find a new job.
Case studies
Book a free consultation
Book a free, no obligation and confidential 30 minute outplacement consultation with one of our team. We can answer your questions about what is the best solution for your employees. Call 1300 191 131 or use our online booking system.