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- Surviving the crunch: a practical response for local authorities
Surviving the crunch: a practical response for local authorities
Print PageSurviving the crunch: a practical response for local authorities
In March 2010 the Audit Commission published its recommendations in order to redress local finances. Tony Thornell, Head of Public Sector at talent and career management consultancy Right Management, comments:
“Pressure is on local authorities to create smaller, leaner organisations. We know that it’s no good having a set of recommendations without a clear strategy about their implications and ROI.
“Reducing headcount is one thing, but the impact on local economies, particularly where authorities are the large employer in the area, is significant.
“In our view there are four actions that could make a difference for local authorities, in both the short and long term:
1. Tap into your existing talent pool
The rationale for redeployment is compelling. Realigning skills and expertise to the areas where they can make the most impact is critical to protecting the quality of services provided and, if undertaken successfully, can result in significant cost savings.
2. Future-proof the organisation
Establishing the “new world” requires alignment at an executive level and engagement throughout the whole organisation. The value of Engagement has been evidenced through the McLeod Review and countless other studies. Key to this of course, is the ability to connect your own role, contribution and development to the success of the organisation. Helping managers and leaders tap into strategies to manage and lead change is a key component of any transformational agenda.
3. Reducing staff numbers
While employer hiring plans are strengthening in the private sector, the public sector faces huge employment challenges. Helping employees affected by redundancy to make a successful transition to a new job, self-employment or retirement, delivers real value beyond financial packages. Support solidifies a reputation for valuing employees, and enhances the morale, engagement and productivity of those who remain.
4. Keeping people focused
Less than 20% of employee absence is health related. Never is this more evident than during a period of change. Keeping people on track, contributing and focused on key activities are the mainstay of Employee Assistance Services. Providing immediate support, access to counseling via the telephone, online and face to face where needed, will keep employees living well, working well and achieving more at a minimal cost to the employer.”
