Employers in “crisis mode” should consider transfers instead of layoffs, HR consultancy McLean & Company recommended Dec. 15, offering some tips for the creative approach.
Amid crises like a potential recession, an organization’s parts may change frequently and rapidly, Karen Mann, vice president of HR research, learning solutions and advisory services at the firm, said in a statement. But departments aren’t all affected in the same way.
“This presents an opportunity to redeploy employees to areas of need instead of laying them off, which will better position the organization to return to normal once they're no longer in crisis mode,” she said. “It also decreases the likelihood of damaging the employer brand. This is playing the long game."
McLean outlined three steps HR pros can take when they’re considering redeployment. First, work with leadership to investigate available options and create a policy for workplace cost mitigation, it recommended.
After that, HR can plan individual and departmental redeployment, the consulting firm said. This involves considering each individual’s skills and where workers could be best shifted. It also includes a plan for communicating these changes and providing training and support for reassigned workers.
Finally, those in HR should continually monitor redeployments to see if the response needs to evolve, McLean said.