If you are an employer faced with this daunting task, what are the measures to be considered? Here’s our primer on addressing the challenge of how to communicate redundancy to employees?
Even taking into account inauspicious Covid-19 conditions, employment law still applies. Therefore you must meet all of the strictures under which you as an employer must operate.
We treat every candidate as an individual, and promise them our diligence, understanding and best efforts.
Vivienne Hall
Nonetheless, once you observe the relevant laws and regulations, no one could fault you for pursuing every available option. After all even those staff whom you’re forced to release will understand you need to avoid permanent closure.
So, how can bad news be be communicated with compassion to employees?
Here’s our eight point guide to communicating redundancy to employees
One, by your patient explanation of the circumstances applying in your business. Your team member will appreciate the sensitive manner in which your bad news is communicated.
Two, by your expression of regret and understanding and by your willingness to offer those employees every practical support.
Three, by your undertaking to be ethically positive in any reference you might be asked to provide. Staff are often anxious about what answers you might give to an enquiry from a prospective employer. This is the right moment to reassure them.
Four, by your pledge to be supportive of any new job application your employee might make. To get them started we’ve put together a job hunting guide to working with us on their job hunt.
Five, by your undertaking to engage and fund a firm like Hall Recruitment to help with form-filling and work as job-finder for the person concerned and provide them with whatever assistance and job finding training might be required. Now might be a good time to take a moment to discover more about how our outplacement services can help with this.
Six, to use your contacts in introducing the employee to employment situations you think would be suitable and attractive to them.
Seven, by offering the possibility of paid temporary, piecemeal work as a stopgap option while new employment opportunities are being pursued.
Eight, by displaying after-care interest in the person involved not least so you and your company will be remembered in positive terms. You should certainly make sure they get in touch with one of our team of recruitment consultants.
To learn more about Hall Recruitment and to obtain full and up-todate information how we can help you find the candidates you need call us +353 (1) 633 4040. In the business of managing your recruitment, it’s the only number you’ll ever need!