Listen up, HR warriors! You're dropping the ball on redeployments and it's time to step up. I'm here to light a fire under your butts and show you how to crush this critical part of the redundancy process.

The Redundancy Reality Check

Wake up and smell the coffee, folks. Redundancies are skyrocketing. A whopping 27% of companies are planning layoffs this quarter. That's up from 23% last quarter. The writing's on the wall - you need to get your redeployment game on point, and fast.

Here's the deal: botch your redeployments and you're asking for an unfair dismissal claim. And trust me, that's a world of pain you don't want.

The Three Keys to Redeployment Success

Listen closely, 'cause I'm about to drop some knowledge bombs. There are three critical factors you need to nail for a rock-solid redeployment offer:

1. Consultation is King
2. Fairness is Non-Negotiable
3. Consider the Whole Person

Let's break 'em down.

1. Consultation is King

You gotta talk to your people, period. No assumptions, no guesswork. A legal expert says, "Keeping people in the loop as much as you can is the best way to comply with consultation, so having lots of discussions and following up in writing."

Here's a reality check: 82% of employees say they want to be involved in decisions that affect their work lives. Are you giving them that chance?

Stop playing mind reader. You might think an employee won't want a certain role, but surprise! They might be dying for it. One company learned this the hard way when they didn't offer an overseas position to a redundant employee. Guess what? They got slapped with an unfair dismissal claim.

The lesson? Open your ears and your mind. Listen to your people. They might just save your butt.

2. Fairness is Non-Negotiable

This ain't a popularity contest, folks. You need to be fair and objective when considering redeployment options. No favorites, no bias.

Check this out: a major department store got busted for unfair practices when they deemed a long-time employee "unsuitable" for a new role without proper consideration. The result? Another unfair dismissal claim heading to the courts.

Here's the deal: treat redeployment like you're hiring externally. Run a proper selection process. Be transparent. Document everything.

Did you know that 57% of employees who feel they're treated unfairly at work are actively looking for a new job? Don't push your best people out the door with sloppy redeployment practices.

3. Consider the Whole Person

News flash: your employees have lives outside of work. Shocking, I know. But here's the kicker - you need to factor that in when considering redeployment options.

The Fair Work Commission isn't playing around. They've shot down redeployment offers that would've messed with employees' personal lives. One company tried to change a guy's roster, which would've meant more time away from home. The Commission said, "No dice."

Get this: 89% of HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes. So start talking to your people about their lives, their needs, their constraints. It's not just touchy-feely stuff - it's critical intel for making smart redeployment decisions.

The Million-Dollar Question

So what does all this mean for you, HR hotshot? It means you gotta step up your game. You need to be a master communicator, a fair judge, and a compassionate human all rolled into one.

Ask yourself: Are you really giving your people a fair shot at redeployment? Or are you half-assing it and opening yourself up to legal nightmares?

The Action Plan

Here's what you're gonna do, starting right now:

• Set up regular check-ins with at-risk employees
• Create a standardized, objective redeployment assessment process
• Document every step of your redeployment efforts
• Train your managers on fair and thorough consultation practices

Remember: 60% of HR leaders say that building critical skills and competencies is their number one priority. Guess what? Nailing redeployments is a critical skill, my friends.

Unleash the Power of E-Values Tests in Your Redeployment Strategy!

Listen up, HR superstars! You want to crush your redeployments? Then you need to leverage the power of E-Values tests. These aren't your grandma's personality quizzes - they're cutting-edge tools that'll supercharge your redeployment process!

Here's the deal: our Professional Motivation and Engagement Test will give you laser-focused insights into your employees' drives and passions. No more guesswork, no more mismatches. You'll know exactly who's primed for which roles.

But wait, there's more! Our Aptitude Test (IQ) will help you objectively assess your people's skills and potential. It's like having a crystal ball that shows you who can excel in new positions.

Don't just take my word for it. Imagine this: Sarah from accounting was about to be let go, but your E-Values tests revealed she had untapped potential in project management. Boom! You've just saved a valuable employee and filled a critical role.

Or picture this: Tom from sales was struggling, but the tests showed he'd be perfect for customer service. You make the switch, and suddenly Tom's a superstar performer.

This isn't just theory, folks. This is real-world, game-changing stuff. So what are you waiting for? Get these tests in your toolkit today and start making redeployment magic happen!

The Bottom Line

Listen up, because this is important: Redeployment isn't just some box to check. It's your chance to save careers, protect your company, and prove your worth as an HR superstar.

So what are you waiting for? Get out there and start crushing your redeployments. Your employees, your company, and your career will thank you.

Now go make it happen!