Dealing With The Dreaded R Word (Redundancies)

Redundancies are not something anyone with an SME likes to make. Not only do you have to give the boot to people, but it’s likely that you know them pretty well, or they are an integral member of a fairly small team. Making the whole process even more difficult. However, to help you get a grip on this tricky issue, there is some advice you can follow. Read on to find out what it is.

Use objective data to back up decisions

One thing that you never want to be is blindsided with when making redundancies is not having objective data to back up your claim. You may think that everyone is as fair and professional as you when making decisions about these things. But that isn’t necessarily the case.

In fact, favouritism is something that is often rife in business, sometimes leading to situations where the wrong people are made redundant because others in their department have a more appealing personality.

This, of course, is bad news for your business, as it casts doubt as to whether you are letting the right people go when making redundancies.

However, it is possible to minimise this risk by collecting data other than people’s personal opinions. This can include things like incoming work rate, productivity, timekeeping, queries dealt with and the like. All you need is some data collection and display software like Tableau and a firm such as Cloudstream Partners that can train your company to use it. Then getting big data will be an integral part of your business’ day to day functioning, and you can easily see the areas in which redundancies should occur.

Go by the book

Next, do remember that redundancies need to be done properly and by the book. This, of course, can differ depending on what industry you are working in. Though some require that you give a certain amount of notice that they will be announced in the future, and others require that a consultation process is gone through before any final decisions are made.

Going by the book when you are making redundancies isn’t just something that should be done to make them fair. It’s also something that can be helpful to your company. As if anyone does have grievance or query you will have all the evidence that the process has been administered correctly. Ensuring no blame falls on the company.

Emphasises that it’s not personal

Lastly, one of the most important things to do when making redundancies is to really drive the notion home that it’s not personal, it’s business.

This can really help the people that are being made redundant not take it to heart. Something that can make the whole working out their notice and leaving thing very tough. As well as affect the morale and motivation of others in the company.

So, wherever possible remind them that it was a business decision and you will be more than happy to provide them with a good reference. As well as be generous with time off to attend other interviews as needed.

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