HR managers handling RIF carefully and skillfully
- Recognize RIF will be painful. - RIF is painful, to everyone.
The HR mangers are not able to smile throughout the process and not
able to show any personal interests and sympathy, it will affect
the RIF process.Leaders must understand that it is most painful for
all employers some wants to go and some wants to remain.It cause a
stressful situation for both organizations as well as
employees.
- Remain objective- HR managers should be objective through out
the process.They should speak carefully .The positions are changing
and people are affected by this.
- Have a well thought.out plan- The RIF should be planned
well,must address all points .HR managers wants to ask the leaders
about how positions will be selected. Always get advise from a
legal council to identify the legal risks associated with RIF.
- Came to consensus- The HR members should move as a team without
considering the reason of layoff.The team should be unite and
convey the message carefully.
- Treat employers with respect- HR team must treat all the
individuals respectively and protect everyone dignity.Every employ
must have a private meeting .Always convey message with kindness
and compassion.
- Offer as much support - It an be given as
- Redevelopment, provide another area of company to work.
- Provide separation package.
- Reaches out other employers about the staff condition.
- Provide a career record.
- Employment assistance programme
7.communicate clearly and honestly.
8.Ensure resilience ,make a plan to go forward.
9.look to future
10.Re recruit the remaining staff.
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