Handling Individual Redundancy Consultations Professionally 1 day training course

Course Overview

When line managers, take on the responsibility for others they do not expect to be undertaking conversations with colleagues about redundancy.
These Individual Consultations are one of the most difficult and unpleasant tasks we expect line managers to do. In addition to being faced with a potential Employment Tribunal claim for getting it wrong are all the emotions which can affect the clarity of the message being delivered.
This often means that each Consultation lasts longer than necessary & the number of Consultations are greater than necessary. This programme covers briefly the statutory requirements of Individual Consultations.
The focus is then upon the skills required to retain control when handling these difficult conversations in order to bring them to a timely and fair conclusion.

Timetable

09.30am – 10.00am
•   Welcome & introductions
•   Why consultations can be challenging
•   Being professional from start to finish
10.00am – 10.45am
•   Consultations & the Law
•   At risk meetings – how to keep them short
•   The added issues created by digital communication
10.45am – 11.00am
•   Break
11.00am – 12.30pm
•   Consultations – Roles & Responsibilities
•   Avoiding the traps
•   Dealing with colleagues who are outside the process
12.30pm – 1.30 pm
•   Lunch
1.30pm – 3.00pm
•   Using our skills to take control,
•   The elements required to build trust
•   Listening questionnaire to identify own listening style & the impact this has on consultations
•   Effective questioning techniques & practice
•   Understand our own Emotional intelligence strengths & areas for development
•   Use Emotional Intelligence to control our emotions & those of others during consultations
3.00 – 3.15pm
•   Break
3.15pm to 4.30pm
•   How to influence during consultations
•   Be assertive & empathetic
•   Skills practice
•   Course review , Action plan & next steps

Benefits

•   understand the line manager role within the individual consultation process
•   understand the role of other attendees (normally TU rep/employee rep plus HR)
•   understand the key points of employment law and the line manager role in meeting these
•   be able to deal with different emotional reactions from our colleague
•   be able to identify changing employee needs at different stages of the process
•   be able to respond professionally to all identified employee needs
•   know how to focus the conversation and close down unhelpful distractions
•   be able to deal with the additional difficulty that digital meetings create
•   learn new skills to take forward into the future for use in more normal circumstances