Those 3 Rude Words: Redundant, Retrench, Redeploy

The three HR words being used and abused at the moment. All starting with R and all are everywhere like a deadly virus BUT why do we get them so wrong? If employers truly understood their meaning, employees would be treated way better in their process of implementation.  

So, let’s spell it out in real language.

1. Redundant

A  role is no longer there. A person isn’t redundant – their role is no longer required – redundant. 

2. Retrenchment  

Retrenchment, also known as downsizing. Cutting out jobs/roles to reduce business expenses. Resulting in less people. A person isn’t retrenched, the expense allocated to their role is.

3. Redeployment

People are allocated to  another role making a role or roles handling theses tasks redundant (refer1) or as outlined in the NZ govt site Redeployment*

"makes sure staff with suitable transferable skills can be given the option of being redeployed to another available position within the business"

This is the process of ensuring that every reasonable effort is made to retain the employment of staff.

Redundancy, Retrenching and Redeployment are in these times options some have found necessary to implement if businesses are to survive. These processes however are not a reflection of the person or persons commitment, capability or performance in the roles in question.

When you embark on the process of business survival tactics be mindful of your people, you sold them the dream …. don’t dump them in the sea. If your process works and business picks up you might need them again sooner than you think. Remember how excited you were when they accepted your job offer? Remember the team building, performance motivators you had in place? How about the collaborative on the job problem solving? Friday night drinks? Recognition for a job well done? These people haven’t changed, the economy has changed on us all. 

If you find yourself in the position of considering these options, the process of dealing with your people shouldn’t change either. Communicate, listen, acknowledge, discuss communicate communicate and when you have done that do it again. You might be surprised in the ideas and options your team come up with. Implementable or not, if you can  keep the loyalty and respect even if you can’t keep your staff, you might be surprised in the return.

There is never a better time to protect your brand than now. 

Article by Colleen Getley

Founder and Director, Getley’s People and Culture Partners