10 top tips for making someone redundant over the phone
Making someone redundant is one of the toughest things you’ll ever have to do in business. In a world of virtual working, find out how to do so over the phone, here…
In times of financial hardship, making redundancies is sometimes necessary. While it’s never nice to part ways with an employee in this manner, tough decisions occasionally need to be made that are in the best interests of the company as a whole.
That’s been especially true during the COVID-19 pandemic, where businesses in a variety of sectors have found it increasingly difficult to operate at the same capacity as normal. Redundancies have, unsurprisingly, become more commonplace.
Making someone redundant is never going to be easy, especially over the phone. That said, by heeding this redundancy advice for employers, you might find some ways to make the process more manageable, both for yourself and your employee. Take a look…
10 top tips for making someone redundant over the phone
Be honest
First things first – be open and honest. There is no use in trying to tip-toe around the reasons for making someone redundant, as that approach is only likely to cause further problems and complications.
There’s no doubt that your employee will appreciate an honest explanation as opposed to an elaborate interpretation of the truth. Unless you are completely transparent, being dishonest is only likely to come back to haunt you. It could even create further distrust among your other employees; certainly not something you want, right?
Practice what you want to say
One of the most important tips to keep in mind if you’re making someone redundant is to prepare what you want to say before you pick up the phone. You wouldn’t head into an important meeting without a set of well-prepared notes, so why should this be any different?
Write out a list of points you want to discuss, as well as any facts or figures you feel are important to share. That way, your employee will understand that you’re taking the situation as seriously as you should.
Acknowledge their achievements
Let’s not kid ourselves – any conversation surrounding the subject of redundancy is bound to be a difficult one. But don’t let that stop you from acknowledging your employee’s achievements and contributions to the business!
This is especially important if your decision to make someone redundant is born out of financial necessity. Being polite and courteous can go a long way during their transition period to a new job.
Provide a set end date
One of the biggest mistakes many employers fall foul of when making someone redundant is failing to provide a clear, unambiguous end date. Before you even consider breaking redundancy news to someone over the phone, you need to make sure all of the details are ironed out.
Give them an exact date for when they’ll be made redundant so that both you and your employee can make appropriate plans for the immediate future.
Don’t make false promises
There can be a tendency, especially if you’re speaking over the phone, to make false promises in an attempt to appeal to someone’s better nature. However, making promises, or suggesting certain arrangements, that cannot realistically be fulfilled is a no-go.
Beyond the obvious moral issues this presents, there might also be further logistical complications to deal with. This is especially true if you’re making multiple people redundant. So, what do you do? Stick to the script!
Be prepared for different reactions
Everyone is going to react to the news that they have been made redundant differently. Chances are, the reaction you’re expecting isn’t going to be the one you receive.
Some people may react angrily, some may be upset, and others might be understanding of the situation. It’s impossible to predict how someone will take the news, so head into every conversation with an open mind and be prepared for a range of different reactions. This way, you can tailor the conversation accordingly.
Listen to what they have to say
If you’re making someone redundant, the conversation shouldn’t be a one-way street. You owe your employer the opportunity to have a full and frank discussion, so make sure that their voice is heard.
This isn’t about giving them a chance to prove why you shouldn’t make them redundant, but it should be about making the conversation as productive as possible. After all, no one likes being lectured at, do they?
Offer support
Anyone who is made redundant is going to want some level of support going forward. If you’re making a redundancy, don’t forget that you still owe your employee a duty of care until they have left.
Offer up avenues of support they can explore and let them know that they can come to you if they’ve got anything they want to discuss. There are a wide range of organisations and individuals who can provide some support, so be sure to do some research and point them in the right direction.
Don’t make an employee keep their redundancy a secret
Don’t ask any employee that’s made redundant to keep it a secret. Remember, your employees will need the support from their friends and colleagues, so making them keep their redundancy a secret will only be counterproductive.
This also ties into the idea of keeping things as transparent as possible. If you ask someone to keep their redundancy a secret, you’re only likely to create further distrust.
You shouldn’t ignore the fact that, if you are making someone redundant, you’ll be going through your own period of transition. That’ll mean you’ll need to take time for yourself so that you can manage your own mental health.
Seek support for yourself if needed, sharing how you’re feeling with friends and family. It’s never going to be easy, so don’t feel as though you need to struggle through the situation alone.
Are you making someone redundant?
So, those are our top ten tips for making someone redundant over the phone. It’s never going to be an easy task, but hopefully this has given you some pointers that you can incorporate into any conversations you have.
Are you having to make redundancies at the moment? Or have you had to make redundancies in the past? If you have any further tips to share, feel free to do so in the comments below!
