Not sure about the logic of trying to attract the best people by providing good redundancy provisions. Better to focus on what might keep the best on board. Need also to be aware of new legislation proposed irt senior execs payouts when setting policy and the FWA provisions about redundancy when setting out procedures. Agree with previous comments that it the way people are treated in exit process has the biggest impact on reputation. Also need to try to avoid weak managers using redundancy as a performance management tool - creates friction when redundancy only seems to be available to underperformers.
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