Reorganisation and downsizing
Restructuring and downsizing can be a challenging process for both employers and employees. The advice from Temp-Team is that there is much to be gained from the process being experienced as orderly and predictable for both employee and employer. Here you can read some useful tips and advice to look after employees in these challenging processes.
Make a thorough plan
The first step is to prepare a clear plan and process for handling the liquidation. This ensures that it is clear what needs to be done, when it needs to be done, and who is responsible. A well-planned downsizing is characterised by openness, clear communication and good care for the employees who are affected. It is important to communicate the timeline and the process clearly to create security and predictability.
Communicate openly and clearly
Good and correct communication is essential during a downsizing process. Inform the employees about the reason for the downsizing, the process that will be followed, and what consequences it will have. Be honest and leave room for questions and discussion. Looking after both those who remain in the business and those who are made redundant is very important, both from an "employer branding" perspective, but also to create security and predictability for employees. This shows respect for the employees and helps to create trust.
Look after the affected employees
During downsizing, it is important to look after both those who become redundant and those who remain in the business. Consider including career counseling as part of the termination package for those affected. This provides support and guidance in the job search process and helps those affected to see new opportunities instead of limitations. Offering a neutral sparring partner and support in this process can help create security and positive development.
We in Temp-Team collaborate with Karrierehuset, which assists companies in handling restructuring and downsizing. Outplacement or career change courses are the important support Karrierehuset provides to those affected by downsizing. Outplacement often follows as part of the final agreement and aims to help the affected person further on the labour market. The aim is for the person to receive support and help to secure a quick way out of a new employment relationship. Read more about how Karrierehuset works here.
If you would like advice and information about how our partner Karrierehuset can assist your company, you are welcome to contact one of our advisers here at Temp-Team.