Managing Redundancy by Employee Redeployment

Managing Redundancy by Employee Redeployment

The problem of redundancy was apparently faced by businesses during Covid-19. Redundancy can shoot up due to various conditions such as business relocation, reduced work requirements, or closure of specific departments within a business. Though redundancy sounds like a fair reason to lay off, there are legal requirements that must be considered as well.

Furthermore, organizational policies, procedures, and practices regarding redundancy impact the reputation of the business. Therefore, before going for redundancy measures, there is a need to analyze the other options. One of these options is redeployment. What does this term refer to? Redeployment is about offering alternative employment opportunities to your employees within your organization. The alternatives offered might not be equal to previously offered roles. Redeployment is a hard decision for HR managers.

Here are a few ways for the HR team to smoothly execute the redeployment process.

Address employee insecurities throughout the transition process

HR has to decide about the new roles for the relevant human resources considered for redeployment. However, the employees face a sense of insecurity in this transition. For this reason, the HR managers should strengthen transparency in the process of inculcating trust in the employees.  Employees, by themselves, can be incorporated to further reduce the chances of friction between employee and employer.

Developing a learning-friendly environment in the workplace

In the case of redeployment, developing and maintaining a learning-friendly environment at the workplace is mandatory. Because the workforce has to opt for new roles and assignments, such an environment enables them to perform their tasks in a better way. This climate creates a sense of psychological security among the redeployed workforce who in turn promotes an agile attitude, and reflective thinking and establishes a quick feedback mechanism.

Planning people-centric work processes, not business-centric

The correct redeployment is indeed a great way of talent and output optimization. The HR specialists should take redeployment as a means to fully utilize the workforce’s abilities rather than taking it as a task. In the latter approach, the workforce has to do things irrespective of their aptitude while in the former approach, employees have to do things because they are the best fit for that role.

Monthly performance evaluations

When new roles are assigned to the workforce, appropriate KPIs should be designed for evaluating the performance of the employees. Without clear communication about KPIs, employees would be clueless about what they are being expected to do. Monthly performance evaluations and appraisals keep the employees on their toes. They stay motivated and inquisitive about their new roles and thus their overall productivity level increases. Redeployment is, therefore, a popular consideration.

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