Even a brief look at the news will tell you that job security is in scarce supply in 2021, with the impact of the Coronavirus pandemic – not to mention the end of the Brexit transition period – forcing many businesses to make big changes to their staffing and overall structures.
It means that many HR professionals are finding themselves running wide-ranging redeployment processes, often under pressure to retain as many employees as possible.
How does redeployment benefit a business?
By finding new jobs for existing employees, businesses can use redeployment to limit the number of roles at risk of redundancy.
As HR professionals, part of our role is to help employees understand what their transferable skills are, and how to succeed at internal recruitment.
This is essential to getting the most out of a redeployment consultation and minimising redundancies, thereby reducing organisational costs.
How to turn redeployment into a positive experience
While the prospect of going through a consultation period like this can be daunting for many employees, with the right knowledge and support, it can be a positive experience.
Henry & Harris Partnership specialises in supporting people through transitions from one role to another, and these are the four components our experience shows are essential to managing redeployment successfully:
Make sure your workforce understands the process
When facilitating redeployment consultations, whatever the size or type of business, it’s vital to be clear and upfront with employees about the process you are embarking on.
This helps minimise anxiety and makes it as collaborative as possible. At the start of the redeployment consultation, you should set out how the process will work and be clear on employees’ rights so that everybody knows where they stand.
Help employees be open to change
It’s natural for people to feel apprehensive about changes to their employment. But as HR professionals, we can help employees approach redeployment consultations with a positive frame of mind.
We always advise clients who are approaching redeployment to offer bespoke support to relevant employees to help both parties get the most out of the process.
One example is to use coaching sessions to help employees be clear about their career aims and understand their core motivations.
At Henry & Harris Partnership, we provide dedicated coaches who will help your employees explore their current career journey and clarify their ambitions for the future.
Sessions like these help participants prepare themselves for the new opportunities that may be available in your business.
Give your employees the tools to sell themselves
To succeed at internal recruitment, your employees need to understand the range of skills and experience they have to offer, and know how to present them in a compelling CV and influential LinkedIn profile.
For employees who have been in their current role for a while, it can be hard to know where to start, which is where professional know-how can help – that’s why we offer a range of CV and LinkedIn packages which help prepare people for taking the next step in their career.
Invest in expert support
The redeployment process is much easier with the right support on hand, and many organisations have found that it makes financial and logistical sense to invest in an experienced consultancy to manage and run the process.
Alongside our comprehensive redeployment services, Henry & Harris Partnership offers a range of complementary services such as transition coaching and interview practice to support your employees.
It’s worth remembering that both employers and employees benefit if redeployment is managed well, so bring in the appropriate expertise to ensure it delivers the right results for your business.
At Henry & Harris Partnership we are passionate about providing personalised HR support, so if you are looking for redeployment advice that really delivers results, arrange a free initial call with one of our experts today. We’re ready to help.
