Well, I have seen it all at work now.
Following many months of redundancy process, there were two people competing for voluntary redundancy with one candidate to replace one of them.
So, how to decide which is to go ?
The answer …. hold a couple of “un-interviews”.
I kid you not, one of my colleagues was called in, and his boss made him explain why he should get the VR and not the other person. So he ran through all his worst traits. E.g. why he had failed to fill in his timesheet every week for the last year, apart from once when he tried to fill out the whole year’s timesheets in advance. He pointed to his latest “performance” review. He quoted the bosses boss as saying “xxxx maybe you are in the wrong job”.
Anyway, he got the un-job !
Nick,
Whilst that might be an extreme example, my experience over the last 18 months means I am not suprised. As we discussed, I have been managing the phased redundancy of my team locally, and the biggest worry that has surfaced over the that time has been that people were terrified that we would change our minds and decisee they had to stay in their jobs – to the extent that I have even headr Union reps arguing over trhe lack of guarantees that have been given regarding redundancies – and I thought their job was job protection!!