As an employer, one of the hardest decisions you may have to do is potentially making an employee redundant. Whether it is due to new systems being implemented into the workplace or the need for their role is no longer required, there are various reasons for redundancy in the workplace. During this process, the employer must consider all the suitable alternatives available than redundancy. A sustainable alternative to redundancy could be redeployment.
Redeployment in the workplace means moving an employee from their current job and switching them into a new role within the company. This ensures that the employee remains in employment and you are utilising their skills within your company.
For employers looking for ways to enhance their company’s work culture, ensuring that you have a plan in place should the occasion of having to consider redundancies were to occur is key. Redeployment is one of the increasingly popular choices that many employers are implementing.
Here are some of the things to consider about redeployment if you, as an employer, are looking are alternative routes to redundancy.
Understandably, when your employee is offered the opportunity to work in a different role with the company, they will want more information regarding the role. As an employer, you can provide them with clearly articulated role requirements and specifications, as well as what they can expect when accepting a role, including what the pay is. In doing so, it provides your employee with the opportunity to review and consider the proposition.
Moving an employee into another role ensures that you do not lose the talent of the individual. However, ensuring that the transition from one role to another runs as seamlessly as possible can be a challenge, especially if you are inexperienced with redeployment. As such, seeking outplacement support to help guide you through the process can help in creating a smooth transition process. Fortunately, there are firms available, such as Randstad RiseSmart, who offer alternatives to redundancy and will offer you guidance on how to make the transition process an effortless one.
Alongside the outplacement support that you receive in creating a seamless transition, it is important as an employer that you offer the same level of support and guidance to your employee. Providing support during this change will help to fully engage your employee in the process. To retain the key skills required to move forward, you will need to ensure that you support your employees in helping them to understand what their skills, values and options are.
No employer wants to lose the talent of a well-experienced employee. If the time comes where you might have to make an employee redundant, consider the alternative options, like redeployment. In doing so, you can retain the experienced employee, and show that you are committed to supporting your team during their time working at your company.
Alongside redeployment, there are other alternatives to redundancy that employers can take to ensure that they not only retain the talent they would have otherwise lost, but they avoid legal issues if the redundancy process is not followed properly.