When your business is going through a tough time and you need to take tough decisions with regards to your workforce, we are geared to assist you with good advice on best practice, processes and managing the change that is a consequence when laying off employees.

Our services include assisting you in strategising, planning and structuring the retrenchment process based on a change management model, clear communication and with the necessary care for both management and employees.  We also review existing retrenchment policies and provide feedback and recommendations to optimise policy to be in line with Labour Law. Our services are customisable to fit the need of the Business and individuals involved.

WE CAN ASSIST AS FOLLOW

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1. STRATEGISE THE ENTIRE PROCESS

Evaluate the stability and health of your business, determine the impact of the decision to retrench on your business and your employees and co-design a strategy, communication and change management plan to successfully navigate through the retrenchment process.

2. COMPILE A CHANGE MANAGEMENT PLAN

Facilitate the change management process with detailed communication plans.

When dealing with change in the business it is important to create a change management plan to manage the change sustainably.  Companies easily ignore this very important step of the process as you get stuck in with consultations and managing the retrenchment process.

3. PREPARE ALL RELEVANT DOCUMENTATION AND PROCESSES

A documented process is compliant to the guidelines given around an S189 process.  We assist in compiling the necessary documentation to finalise the process with all the necessities it requires.

4. FACILITATE THE CONSULTATION PROCESS

We are trained in facilitation and will assist you in having these difficult conversations in a clear transparent and effective way to ensure that we treat people with dignity and respect and still follow through on the mandate of the business.

We also train the managers in the best ways to communicate with the affected employees as well as those staying behind.

5. EMPLOYEE AND MANAGEMENT EMOTIONAL SUPPORT SERVICES

During a process such as a retrenchment it is so important to take care of the wellbeing of your employees and to ensure that everyone is informed and dealing with the change.  We all know that a retrenchment process is stressful, not only for employees that might be affected but also for management having to make such a difficult decision.  Let’s minimise the impact of stress together.

6. MANAGE INTERNAL COMMUNICATION OF THE PROCESS
    • Links to the change management plan. Evaluate the progress of the process all the time.
    • We can assist with the communication plan as well as the implementation to ensure that everyone is well-looked after and informed throughout the process. This will form part of your risk mitigation process.
    • We can provide templates for communication as well as the change management plans.
7. CONCLUDE THE PROCESS

In finalising the process it is important to do aftercare of the employees that were not affected by retrenchments but is affected in terms of workload, changes in the business and their departments.  You will also have to regain equilibrium in the flow of business and what lies ahead.  The change management plan will include a section on aftercare and aligning your business for success.