Just as a matter of interest, if your having these conversations now…. roughly how long before now were the initial thoughts about having to make redundancies, ie, the lead time to the “at risk” conversations…
Interesting question that – I used to work in the commercial sector, and the big, mass Christmas redundancy office closure I wrote about yesterday was a done deal by the time any of us got the slightest hint, I wasn’t party to the decision making process but I’m sure they hadn’t had the idea that morning…
My current situation is a bit different – I work for a charity and we try as hard as we can to do right by our people. So the short answer is, as soon as we know, they know.
The slightly longer answer is that we’ll work it out together. As FD, I’m not going to teams and saying “we’ve got to save £100K next year, so you’re going to lose x FTE staff”, I’m saying “we have a budget gap next year of £100K. We either need to find another £100K of funding, or save £100K of expense. If we don’t find it as income, saving £100K would be equivalent to losing x FTE staff if we don’t find any other savings” (The nature of our activities are that the vast majority of our costs are the staff – we can’t manage a 15% funding cut by cutting back on the paperclip budget). Then we’ll talk about it, and explore the options. If it comes down to compulsory redundancies, everyone knows why, at least, and it’s not coming as a bolt from the blue.
Worst case, everyone understands what is happening and why, and it makes the process less painful for all concerned. Best case, we come up with ways to avoid redundancies.