'A real leader faces the music even when he doesn’t like the tune.' Anon

Wise words!

Whether you are on the giving or the receiving end of a P45 borne of a redundancy situation, it is not easy. I speak with experience on both sides having dealt with redundancy en masse as my baptism of fire establishing a personnel and training function within a major fashion retailer, having worked alongside senior management at Esso Petroleum UK Ltd. refining a redundancy process, participating in a number of redundancy events as well as being on the receiving end of the P45 due to redundancy on two occasions in my career.I have amassed a wealth of knowledge and experience enabling me to provide practical help and guidance to employers needing to implement redundancies which can make a huge difference between simply dealing with the situation or managing it well. Managing it well makes a terrific impact on the aftermath and moving your business on thereafter.As Carl W. Beuchener said, ‘They may forget what you said but they will never forget how you made them feel.’Redundancy, sadly, is going to figure prominently throughout pretty well all British Industry over the next few months. Facing an uncertain future is a frightening experience and it is important that responsible employers treat their employees with sensitivity and respect providing help and information to those moving on and in so doing, reassure remaining employees that they are a valuable business asset.

How can this be achieved?
• By ensuring that the business case is sound and that it and the redundancy process are clearly communicated.
• By ensuring that those selected for redundancy are aware that the contribution they have made to the business has been valued.
• By helping them prepare for dealing with life after employment with you.

For example:
• What options are open to them?
• Similar employment elsewhere utilising their experience?
• What sources of vacancies are there to explore?
• Do they need help compiling their CV or putting together job applications?

• Retraining? Could their talents be rechannelled in a different direction?
• Could they start their own business? What do they need to consider?
• How do they go about it?
• Do they need to ‘sign on’ as unemployed and if so what can they expect in that process?
• Do they have PPI policies in place? If so, do they know what they need to do to activate & perpetuate a claim pending alternative employment?
• Can they rely on you to provide a reference to a prospective employer?These are very pertinent questions and answers will be more meaningful if they come via a trusted source - someone appointed by their employer.By utilising my services as an external Consultant you are providing professional yet impartial expertise and employees affected may actually feel better able to ask questions that they would hesitate to ask directly.If you are considering restructuring your work force it may well pay you to tap into my expertise and make a difficult situation as pain free as possible for all concerned.