Often the main concerns are not so much around the message itself but more the thought of delivering the news. Whilst the current climate means that most people are clear as to reasons why a company may be considering restructuring or redundancy they can still be emotive conversations that are open to misinterpretation or hostile feelings. 

 

 

What three things can you do to support your managers during this time? 

 

 

 

 

 

Rightsizing is a proactive activity and should be a constant part of managing an organisation. By adjusting an organisation like this can make it the most efficient, effective, competitive and profitable that it can be. 

 

20% of companies are planning redundancies this summer despite the furlough scheme and over half of employees are worried about losing their job. 

 

Three key questions to ask before you start assessing your workforce are: 

 

Next, look at where you are now and what talent do you have within, what areas you may need to upskill or what new skills should you be looking to bring into the organisation. 

 

Look first to your business-critical positions which will help with the long-term success of the business. All the furloughed employees –can you manage without any of them? Identify your high potential employees – these are the ones who embrace and embody the culture of the organisation, can flex and adapt and perform at a high level in their current positions. 

 

 

Now is a great time to assess your workforce and look at the talent that you have within your organisation. 

 

As you move forward into the rest of the year you will be clear in terms of what talent you have as well as where you need to upskill, or where there are some competencies you may need to bring into the company. 

 

It is likely that many companies will not look or operate the same when we return to the new normal after Lockdown and the Corona Crisis, but what steps can you go through currently to ensure that you retain your talent and yet shape your business for tomorrow?