No business wants to have to make redundancies, but unfortunately it is just one of the more unsavoury elements of owning a business. However, a downturn for your business doesn’t necessarily mean that plans for company expansion become a thing of the past.
Keeping your organisation growing whilst making staff redundant seems like a bit of an oxymoron, however, there are ways to find opportunities for re-expansion even when things seem like they’re on a downturn.
When undergoing the redundancy process, it’s best to talk to an employment law specialist to ensure that you follow a legally sound and fair procedure. Failing to comply with legislation and best practice could result in getting ensnared in costly legal litigation.
Contact Croner’s team of experts today, on 0844 561 8133 and quote 99801.
Support your remaining team to drive effective change
Trying to stay positive in the midst of layoffs and job losses can be a real challenge. It is quite easy to focus on the negative aspects and this can blinker you to the potential opportunities to be successful.
The core of every success story is the team you have around you. Focus on the employees that are staying in their roles and ensure that they feel like they have a voice and their opinion around the changes are valued.
Streamline workloads to that which is valuable
At this stage listening to your employees proves to be invaluable. That five-part process that according to staff could be a three-part process, trail it and see if it’s more efficient. Eliminating excessive or redundant processes can help make your team more efficient.
As your team is also diminished in number, focus on the work that provides the most value. Before you decide all the work has value, check in with your employees. Trying to get the same output when their team was twice the size is going to do one of two things. Cause employee burnout and destroy morale leading to more employees potentially leaving.
Allow for some goals to fall by the wayside
Strategise for the goals that you want to achieve and allow secondary considerations to be just that. Secondary.
By showcasing what the company's priorities are, it allows staff to make informed decisions about which goals to put on the back-burner if the deadlines and workloads conflict.
Roll with the punches
Being flexible and relaxed might seem easier said than done, but your staff are ultimately going to look to leadership in times of trouble. If you and your leadership team communicate openly,on a level, and maintain poise then this will ultimately create confidence amongst your team.
The opposite is true of leadership who point fingers and play the “blame game”. An already stressful time can be made so much worse by a toxic atmosphere in the workplace and it is not congruent to growing a thriving business.
Treat the situation as a chance to seek out new opportunities and encourage your remaining team to do likewise. Trailing new processes and ways of working means that there needs to be allowances for mistakes and things not working out as expected, but embrace the process, you might stumble on a hidden gem you would have otherwise overlooked.
Need advice on the redundancy process?
Contact Croner’s employment law and HR experts today on 0844 561 8133 and quote 99801.