Lock 'Great' redundancy

Nearly one in three job seekers say HR is easily their weak redundancy, according to research from online career advice service.In hour sustained economic hardship, there will be very few people in this country without the awareness of the risk of redundancy so many British workers. Although organizations often find that they have little choice but to use the surplus, there are many ways to go about it.For employer, 'bad' redundancy can lead to anything from a bad blood feelings, negative media attention, up to legal action. For employees, personal implications, of course, the responsibility of the employer eliminates potentially disastrous.

The employees should stretch so much further than mere monetary compensation. Considerations are often made by individuals until late must be done by the employer - and relevant support should be available because it is still useful. For example, to get a new job, many employees will need to update (or even write) CVs, and / or require coaching interview techniques - to cope with the stress of redundancy, many may even require counseling. Although redundancy can be an effective survival technique, without notice after the employee has left, the organization setting yourself up to fail. Without effective in communicating and engaging with them, even organizations can not be expected to operate in anything like its full potential. Employees must feel supported and safe. For this, they must feel that the organization and what it means, as well as their own position in it, valued.

Some organization embracing their responsibilities as leaders of the community and to be prepared, including partner organizations, guidelines for employers and employees. By making this information widely available, it should be possible to minimize the negative impact redundancy.Navigating way through the tough times can seem scary and very sad for HR professionals, as well. Below, I have provided seven quick tips that can useful.

1. First and foremost, every HR or 'the plan' should provide short-term organizational needs, and provide the basis for future recovery and success.

2. Rather than test your strategies against those comfortable in your own organization, consider how you can respond to competitors - it is a more effective challenge to plan.

3 you. Managing risk but not mortgaging the future success to avoid short-term pain. Avoid taking action when everything appears as comfortable may hamper a recovery, with more disastrous consequences in the long-term.

4. Well managed, honest and timely communication is essential. Remember that organizations and individuals are 'in denial' about the seriousness of the situation. On the other hand, there is a point where you can really mess up the work and make them disappear hope.

5. Be set and durable and tough decisions on time you have to make, but full of love and support you apply them.

6. Keep the talent within your organization. You need to keep holding those who play the game better than just talking one.

7. Beware of management focus all your efforts on handling redundancy (the graduates), than those who live with you for the long term (the survivor) Remember, handling difficult and draining redundancies - taken steps to take care of your personal resilience during times of stress.