Job cuts and the long-term implications

The recent suggestion that senior Whitehall civil servants could remain exempt from the severe cuts expected in the public sector has several long-term implications. Redundancies will need to be seen to be handled equitably; otherwise there will be a severe breakdown in trust from public sector employees plus a damaged reputation among its customers in local communities. Public sector organisations will need to undergo a major transformation in the light of spending cuts. Will they be able to attract the skilled and talented professionals needed to manage that change if there is seen to be one rule for the leaders and another for everyone else? This issue of trust and fairness is vital if the government is to receive support for what are likely to be radical changes in the funding of its departments. The importance of this needs to be grasped now. With the results of the spending review next month, public sector employees will look to their senior leaders and HR teams to make sure that when the inevitable redundancies happen, they are handled with equanimity. Without it, the distressing experience may feel a whole lot worse given that the challenges of those facing redundancy in the public sector are already considerable. The public sector traditionally provides long-term employment opportunities for its staff and many may not have attended a single interview or sent out an application for several years. The recruiting business has moved on. Not only does the job search look completely different with all the technologies involved but the skill sets required by employers have changed too. Support and opportunities How can public sector employees adapt to those changes and make the most of the opportunities available? Firstly they need all of the support they can get from their leaders. Those facing redundancy will have to take some difficult decisions about their future and they need to feel they have the opportunity to explore all of the options with expert advice from people who know how it works. They may well need to look beyond the obvious and widen their horizons. In our recent research, 85% of public sector workers believe career transition services - such as career guidance, CV or interview advice - should be compulsory. Importantly, over half of employers in the public sector agree and just over 70% of employers in the public sector go as far as to say that the government should offer funding for career transition services. There's a financial argument for providing such support too, as those receiving it are likely to find a new position more quickly, which will save the public purse in the long term. This is an important time for leaders in the public sector to show their true leadership qualities. They can do this by demonstrating that the same rules apply to all. They can also do this by showing they recognise that people need support to meet the challenge of change. With that support, those facing redundancy will be able to find new opportunities in the private sector. And perhaps in time they might even return to the public sector with new skills they've acquired in the private sector. Andy Robling is public services director at recruitment expert Hays