With a growing dependence on technology and a desire to become more effective and efficient, we are gaining time and profits but losing track of the moral obligation we have to our greatest assets - our people.
With the push towards greater efficiency and a drive towards better-utilising technology within the HR industry, many companies are beginning to consider taking the ‘human’ element out of human resources, particularly when it comes to hard conversations like involuntary redundancy and the ongoing support that follows through career transition.
In the wake of restructuring and redundancies, your surviving team can frequently be left shaken and riddled with guilt.
During change and restructure it’s not unusual for trust to be broken between staff, the management team and even your customers. But how do you start to win it back to protect your employment brand and reputation?
As the planning stages of a new year commence, many management teams will be faced with the decision to restructure their organisation to better manage downturn or accelerate growth.
With the current business environment driven by disruption, innovation, and efficiency, restructures and redundancies are inevitable. Although redundancies can be a common, and necessary option to ensure business survival and growth it can often expose your organisation to risk and reputational damage.
Staring into the eyes of a hardworking, loyal employee and breaking the news of their redundancy would have to be one of the most difficult parts of a HR professional’s job.
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