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    The Guide to Company Downsizing
    The Guide to Company Downsizing
    The Guide to Company Downsizing
    Ebook34 pages21 minutes

    The Guide to Company Downsizing

    By Rus Slater

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    About this ebook

    This guide is not aimed at board Chairmen of global companies or at the Human Resource Directors of large organisations; it is aimed at the small-business owner or the line manager who is actually going to have to look someone in the eye and tell them that they don’t have a job any more .
    LanguageEnglish
    PublisherAUK Authors
    Release dateJan 30, 2012
    ISBN9781781660195
    The Guide to Company Downsizing
    Author

    Rus Slater

    Rus Slater is a management consultant and trainer in the UK who has worked in many areas of industry, commerce, public service and a military. He has managed people and advised on the management of teams for many years.

    Read more from Rus Slater

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      Book preview

      The Guide to Company Downsizing - Rus Slater

      action.

      Part 1

      Terminating Employment Professionally

      A How-to guide to axing staff humanely

      Long Term Preparation

      In reality this may not be very long term but it is differentiated as such to separate it from the minutiae of Immediate Preparation, which is the practical preparation for the actual meeting. Long term preparation may cross functions between you as a line manager and your HR function or your boss/boss’s boss. Again there are a series of facets (not necessarily presented here in order or priority) which need to managed:

      Selection criteria of roles or people to be declared redundant.

      Is this being dictated by the hierarchy (eg LIFO- Last in, First Out) or is it within your responsibility as a line manager? If it is within your responsibility you must ensure that you select the victims based on objective criteria that relate to the future operation of the team and not on the basis of favouritism. In particular it is important to ensure that whatever criteria you use do not directly or indirectly discriminate unlawfully. (eg an organisation in the UK selected people against a criterion of their ability to accept change...unsurprisingly most of the people selected were long serving and therefore by default the older staff....the company found themselves facing 17 Employment Tribunal claims of unfair dismissal on grounds of

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