The importance of this process cannot be over-emphasised. Do this either formally (for example, by having employees complete a pro forma response form covering the restructure, position descriptions and the selection criteria) or informally in face-to-face discussion.
The Company response can be made individually (formally or informally) or on a business unit or company-wide basis (again, formally or informally).
The advantage of the formal approach is that it is proof of the consultative process and can be a safety valve for the heat that sometimes generates in redundancy situations. A combination of the formal and informal is often used very successfully. For example, an employee completes a comment form and receives an informal yet structured response in person to those comments at which point any remaining doubts or concerns are clarified. This format is usually the most productive and effective means of handling the consultation process.