MEMBERNEWS Five ways businesses can remain
efficient following redundancies The pandemic has caused a surge in redundancies, with a record 395,000 UK workers losing their jobs between September and November last year. To mitigate the potential risks for businesses as a result of a reduction in headcount and continue developing the remaining team, Breedon Consulting managing director Nicki Robson (pictured) has advises employers on how to ensure they remain efficient following a loss of staff.
1. DEVELOP MANAGEMENT The increase in redundancies, and a shift to home working for an extended period of time, has highlighted the need for businesses to develop management leadership skills. Skilling up managers will ensure they get the very best out of staff members when they are working remotely, and employers should explore management and leadership course options to provide employees with the opportunity to develop themselves. This allows staff who may have had their roles altered the opportunity to develop and even re-train.
2. REGULAR COMMUNICATION Maintaining frequent communication with staff is
imperative in remaining efficient following redundancies. Staff members may be feeling alone after a reduction in team size and with so many currently working from home, this distance can feel even bigger. Regular calls can be a great way for teams to maintain creativity and bounce ideas off each other, in the absence of ideation meetings.
3. IMPROVING TIME MANAGEMENT With teams reducing in size, individual workloads can increase significantly and it is important current staff members understand how to manage their new workload. Teach staff the importance of prioritisation to
ensure that tasks of higher importance are accomplished before tasks of lower importance. Employers should speak to staff about organisation skills and introduce steps such as planning ahead for the next day and goal setting. These measures can really encourage staff to create a routine, improving their time management.
4. REGULAR FACE-TO-FACE MEETINGS It can be extremely beneficial to get in face time with team members, so where possible schedule in regular face-to-face meetings that observe Government guidelines. Meeting can be a better way to gauge exactly how they are feeling and it is a good way of
ensuring that tasks are running to schedule and everyone understands their roles fully.
5. IMPROVING MENTAL HEALTH The mental health of staff members is of paramount importance. The stress of redundancy periods can have a negative effect on staff members and can lower morale, especially if staff have lost a colleague they worked closely with. Working from home during the pandemic can also negatively affect mental health and employers should encourage staff members to implement a work-life balance. Taking regular breaks and getting fresh air outside is also very important when staff are limited to spending lots of time indoors.
Employment advice on offer for SMEs
To help SMEs better manage HR and employment issues, Derbyshire- based Timms Solicitors has launched a free advice clinic – offering an initial 30-minute telephone or video conferencing appointment. Employment law specialist Emma Spandrzyk (pictured) believes the UK
is in the midst of a “rising redundancy tsunami” with employers in danger of facing dramatic increases in disputes and tribunal claims. Her team at Timms Solicitors is now running a free advice clinic so
employers get the right support before proceeding with redundancy, absence management or dismissals, as well as for planning future workforce requirements ahead of the Job Retention Scheme’s end date on 30 September. Emma said: “This is a pivotal time for many businesses, and we are at the
brink of what will be a stressful and painful time for both employers and employees alike – particularly once the furlough arrangements end. “Most employers want to avoid redundancies and taking legal advice
now on the different measures that can be explored with their workforce may not only save jobs but also maintain morale. If redundancies cannot be avoided, it is important that the process is handled correctly to avoid litigation. “Similarly, we are also seeing an increase in
disputes and claims from employees around unfair misconduct hearings, absence management and discrimination issues, but early planning can often lead to a mutually agreed resolution.” The firm will also launch a new
employment law hub subscription service, which will give businesses access to a wide range of online employment law and HR resources, as well as ongoing legal advice.
10 business network April 2021
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