When you need to identify redundancy in your workforce
All organizations will go through change at some point. Change is often required as a company grows, and sometimes the state of the world pushes organizations to adjust to a new way of working. That change can become complicated when you’re faced with a need to restructure your operations in order to be more efficient or leaner.
Increasing efficiency may require a reduction in overhead costs, the majority of which is often employee salaries. This means you need to identify who among your current employees has what it takes to fit into your organization going forward. But how do you decide which of your talent to keep? Making certain positions or people redundant is an important decision — one that should be made thoughtfully and objectively.
Our top 5 tips for restructuring into a leaner organization
Clarify what you want to achieve
Are you going through an acquisition or merger and need to combine workforces? Are you downsizing or streamlining your operations? Are you changing the structure of job levels within your organization? Are you adjusting to some type of external shift in the world of work? Has there been a change to your mission or vision? Look at your current situation and decide what you want to achieve before you consider how to get there.
The first rule for moving forward with any type of change that will affect roles and talent within your organization is to be clear and transparent. Let your employees know what’s coming and how they may be affected. The more informed everyone is, the fewer challenges there will be.
Get buy in from your people
In some cases, it can be beneficial to involve your employees in the redundancy project. Ask your employees to list the skills required for success in their roles, and then rank them in order of importance. Involve them in discussions about efficiency and what makes people productive in their roles. Including them in the process can help with buy in and ensure everyone is aware of the rigorous measurements and data involved.
Conduct rigorous job analysis
Look at every level and every position within your organization. Analyze all the things someone currently in each role needs to do in order to be effective. Figure out where there are overlaps in job function and if there are any gaps that need to be filled. It pays to invest as much as you can to ensure you’re looking at and measuring the right things in the most objective way possible.
While your restructuring needs may be immediate, you should be planning for the future as well. What is your recruitment strategy for today and tomorrow? What will you need from your talent in 5 or 10 years? Think more broadly about your future organizational needs and give yourself room to grow.
How Talogy can help you develop a redundancy program
Implement an objective solution
To avoid subjectivity in your talent decisions, make sure the assessments included in your solution are objective and backed by psychometric science. Talogy’s screening and selection solutions are proven to be predictive of job performance. Our solutions involve multiple modes of measurement and give you access to data and easy-to-interpret reports to help you make objective decisions.
Outsource assessment solution delivery
Some organizations partner with Talogy to deliver an assessment program that identifies redundancies. Others outsource the program to Talogy completely. Ask yourself: will running the program internally invite more skepticism from your employees? Keeping everything external can promote the perception of an impartial party objectively evaluating roles and competencies. However you decide to handle it, we’re with you every step of the way.
Get expert-level guidance
The best redundancy program is not the same every time. It needs to be reflective of the problem you’re facing. Talogy’s expert consultants have decades of experience working with organizations to design redundancy solutions that are specific to their scenarios. Using assessments in various combinations and at various price points, our consultants ensure each solution is configured correctly for you and your needs — and can be adjusted along the way.
How a global telecommunications provider worked with Talogy to accurately assess the potential of a team of 80 international solution sales professionals brought together through merger and acquisition
What we’ve been able to do is industrialize the kind of subjective assessments which hugely experienced sales directors will make based on experience and expertise. So that any manager, however inexperienced, can have the same success rate when recruiting into their teams. This takes the need for 30 years’ experience and days upon days of wasted interviews away and gives a business a validated methodology for achieving success in recruitment.
FTSE 100 Global Telecoms provider
Make the right talent decisions with P.A.P.I.
The Personality and Preference Inventory (P.A.P.I.) is a personality test designed to help you gain a deeper understanding about what drives people and how suited they are for their current roles. Whether you are looking into restructuring or assessing for redundancy, P.A.P.I will give you the insight you need to make the difficult decisions about your team.
Talent management solutions from start to finish.With constant innovation and endless creativity, Talogy crafts solutions for screening, selection, and development — for every employee level. Talogy can help you customize a complete talent management program. Solving for the talent challenges of today and tomorrow.
At Talogy, we ensure you discover brilliance through your talent management solutions. Explore our testimonials and customer stories to learn why organizations like yours choose Talogy as their trusted talent management partner.