Today we are joined by Helen Tomlinson, Director of People & Talent at EV Energy.

Takeaways

Start with the business strategy and vision to determine skill needs.

Take a top-down approach to avoid making assumptions and ensure alignment with the business.

Review current roles and consider external comparisons when assessing skills.

Utilize expertise from advisors and engage in transparent and empathetic communication when addressing skill gaps and restructuring.

Consider retention and re-skilling options before making decisions about employees who are not the right fit.

Understand legal responsibilities and maintain confidentiality throughout the process.

Involve a group effort in decision-making and communicate decisions transparently to maintain morale and trust.