Handling redundancy and having the right person in the right place

Handling redundancy and/or ensuring that the right person is in the right place is a problem that many companies face from time to time.

The most common approach to redundancy is to offer a severance package. The question is whether, in reality, this is only a temporary fix. Firstly, it is extremely expensive and, secondly, it generates ”badwill” for the company. It is demoralising when expertise and resources are lost. In addition, it is a purely defensive way to attack problems, and one that creates a great deal of anxiety and loss of energy.

Few companies and organisations have a clear strategy for handling redundancy and proactively supporting managers and members of staff who would be required to change their jobs and environment.

The answer is to adopt an aggressive, targeted and systematic approach to the issue, based on a clear strategy. We call this approach ”NextStep”.

A successful transition process, involving the release and induction of individuals, depends on looking after the best interests of the company and the individual. NextStep looks at the issue from the inside out, based on the situation and needs of each person selected, and from the outside in, based on the needs and expectations of potential internal and external customers.

A crucial success factor in the NextStep programme is to convince the participants that they really are needed, but just not in the positions they hold today. This clears the way for the next step – that is, to believe that they can influence their situation and future – which releases a strong willingness and drive to do something concrete about their own situation. ”Competence switching” is a key ingredient in this, consisting of an individually tailored programme.

Another success factor is to engender a high level of credibility (status) and appeal for ”NextStep”. This can only be done by ensuring that the programme is run professionally and delivers results.

The overall aim/goal of NextStep

To create a win-win situation, by: 

• achieving continuous improvement throughout the company – in expertise, performance, efficiency and results;
• handling redundancy and improving/optimising matching a person to a position in the organisation, using an approach that all the parties involved see as professional and positive.

Procedures and components/elements in NextStep: 

• Selection process and decision;
• Transfer of transferee to NextStep;
  • Support interventions and self-help guidance
  • Auditing and charting expertise, experience etc.
  • Preparing individually tailored programmes
  • Follow-up and evaluation of the programme and the transferee’s progress
  • Transfer and induction of transferees into the new operation (internal or external)Coaching and training of novices within the selected areas;
  • Feedback discussion – after 2-3 months (with former manager).