Letting staff go, for whatever reason, is not an easy process. Go to the articles here to learn how to carry out constructive dismissals and redundancy. Initially, it is advisable to look at your organisational chart. This will ensure that you have a clear picture of who to let go. Don’t fall into the trap of hiring a staff member to prop up another. Following this, work out how many staff your manager’s can manage. Do you have too many layers of management? And then, PLAN, your redundancies and dismissals. The article “How to Do Redundancy Planning” will walk you through the questions to ask yourself. Also, how to work out who goes and who stays. A constructive dismissal and redundancy plan will ensure that you end up with the right people.
01Jul
Redundancy Planning
Reducing the staff head count in a business is never a pleasant task - on either side of the desk. However, it is often a fact of life in business. Down-sizing Staff is a very emotionally charged activity and requires a good understanding of the relevant legislation so that you do not...