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Redundancy strategy and outplacement resources

Redundancy strategy

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.

Telling staff their roles are being made redundant will never be an easy or enjoyable process. But with  forward planning and care it can at least be handled correctly and be as painless as possible.

Also available via our resources request form.

Envelopes for strategic redundancies

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.

3 stages of 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.

Company 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 staff after 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.

Clock shows whether time reductions will avoid redundancies

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.

Caution sign 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.

Don't do this if managing a redundancy process

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.

HR telling employee 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

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

Woman offers 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.

Outplacement helps job search more than EAP

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 choose the right outplacement provider from a selection of people

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 programs ideal for this senior man

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 helps career development like a leaf becomes a tree

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.

What is outplacement? Consultant explains meaning

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.

Outplacement myths and facts on puzzle pieces

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.

Woman reading about outplacement support

Your former employer may have offered you outplacement support. What is it, and why should you accept it?

People getting benefits of outplacement

Why bother with outplacement services? The choice is yours, but research shows the many benefits of outplacement.

Group workshop shows outplacement works

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.

Hand asks for outplacement help

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

We spoke to James, a recent participant on our career transition program, about how outplacement services helped him find a new job.

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.