Redundancy - two sides of the coin

In spite of my comments in my last blog, decrying the doom merchants in the current economic climate, it is a sad reality that redundancy is a fact of life in business and is likely to be playing a more prominent role in many companies over the next few months. It is crucially important for everyone concerned, that the process is handled with a degree of sensitivity and to ensure that it is transparent, fair and that due respect is afforded to those involved. It is also helpful if staff in the unenviable position (trust me I know from experience, it is not pleasant!) of acquiring the P45 ahead of expectations, can be given information and advice about what they can expect once let loose again in the jungle that is the employment market.

This is a subject that is very close to my heart and so much so that I am soon adding a new page to the website expanding on the theme and outlining practical assistance that I can give to companies and individuals involved in such scenarios. How am I qualified to do this?

When I started establishing a Personnel and Training Department for a major fashion retail chain during the 80's, one of the first jobs I had was to savagely prune staff from shops all over the country where the term 'staff structure' had clearly escaped any notice whatsoever. It was a baptism of fire where commercial necessity had to be tempered with a sensitive though professional approach. I was also, comparatively recently, very closely involved with several redundancy scenarios (they called them 'events' which I always found bizarre!) within Esso Petroleum and although in the latter case, there was some effort to provide a measure of support to the P45 brigade post Esso, nowhere in the process was there any preparation for the realities and practicalities which need to be faced up to. Given the potential scale of redundancies across the region, my belief is that this is ever more important. I went through a learning curve that resembled vertical take off and I can assure you that it is not to be recommended.

So look out for the new page! In the meantime, if it is an issue for you or a potential issue and you would like an informal discussion, please get in touch - I am always pleased to hear from any business in the South West!