Redundancy programmes can be distressing for employees and
legal mistakes can be expensive. Despite this, many employers are
not equipping their managers with the skills to deal with the
emotional, legal and motivational fall-out of job cuts, according
to data from The Work Foundation's latest monthly survey on
workplace issues.
When companies are making redundancies, managers tend to be the
first people that employees go to with their concerns. They have an
important role in maintaining employee morale, commitment and
performance.
However the survey - Managing Redundancy - found that 48% of the
organisations, which responded, provide no training to help
managers handle potentially sensitive situations.
The Work Foundation's Nick Isles said, "Although employment levels
are high, the economic downturn is forcing many employers to cut
costs. Some 148,000 manufacturing jobs were lost in the last three
months of 2002 alone. Companies know that badly handled redundancy
programmes are bad for the business, but may be unsure of how to
improve the process.
"How employees respond may depend largely on the way the workforce
is treated before, during and after the changes. Recognising and
preparing managers to break the news, be available to provide
advice, information and emotional support, as well as help the
process move forward should be an integral part of any
organisational restructuring."
Of the organisations that provide or plan to provide training for
their managers, most popular is training in how to let people know
that there will be redundancies (65%); how to listen (60%); the
legal processes/pitfalls (59%); and how to deal with the strong
emotions of their team (46%). Just over a quarter (27%) provide
training in how to build morale, and 24% on how to cope with
feelings of guilt.