Katherine Wiid of Career Ambitions writes:
Reports have documented that 33% of public sector companies plan to make staff cuts, the oil and gas industry is already experiencing mass redundancies, and thousands of retail jobs will soon be lost.
Redundancy can be significantly detrimental to mental health, not just for those leaving but also those left behind and those in charge of making people redundant.
The decision makers: can be left feeling guilty, anxious, stressed, emotionally drained and over-stretched.
Those left behind: can be left feeling betrayed, demotivated, anxious about their own future and guilty for those made redundant.
Those made redundant: usually face the most issues. We regularly coach clients facing redundancy, and they often have many questions and concerns about the future:
“I wanted to move on voluntarily, now I’ve been forced out.”
“I’ve been left behind! My CV is out-dated and the recruitment process has changed.”
“I have good and bad days. Is that normal?”
“Will I ever find a new job that will motivate me and that I will be valued in?”
“Where should I go next with my career?”
These concerns need to be addressed; otherwise they will escalate and leave a lasting negative effect on their colleagues and workplace.
The truth is that companies rarely invest enough in the redundancy process. With such high levels of redundancy looming its crucial that HR Managers have the support they need to make redundancy as smooth as possible for all involved.
How can outplacement support help with redundancy?
Outplacement support provides your employees with an impartial coach who can help them to answer all their questions and address their worries, giving them a more positive outlook. Not only does this mean that the redundancy process is smoother for those leaving, but also for those left behind who will see their colleagues having positive support rather than a negative experience.
Things to consider when making employees redundant:
1. Provide care - for those leaving and those left behind. Whether that involves one-to-one coaching or organising a Change Management Workshop. This will introduce your staff to the Change Curve, and help them to face up to the inevitable aspects of change and tackle it head on. Knowing what emotions may hit them (and that those feelings are perfectly normal) will allow them to prepare and deal with what’s to come in a more proactive way.
2. Chinese whispers – as soon as redundancies are announced. As soon as redundancies are announced, the workplace rumour mill goes into overdrive. Wasted time allows rumours to spiral and affect productivity and morale. Getting coaches in early to proactively support the whole pool affected by the announcement will allow staff to share their concerns and build a support network.
3. Transferable skills – are the tools employees need to open new doors. Employees who have been made redundant may need help identifying their transferable skills, and realising what career paths are open to them. Rather than jumping straight into applications for jobs in the same sector, perhaps its time for a positive career change!
4. Explore their motivations – so they can hit their job search running. What really motivates that employee? If you made a meal you didn’t enjoy, you wouldn’t cook it again… The LAB Profile allows us to help employees to deal with change and identify their hidden motivators allows them to apply for new jobs that will actually get them excited. And turn their redundancy experience into a positive career move.
5. Offer practical support – don’t leave employees feeling left out in the cold. Having been made redundant, your employee then has to delve back into the world of job applications. They might not have applied for a job for years, so offer them practical support to get their CV and job applications into shape.
Providing proactive outplacement support to your team will ensure a smoother redundancy process. Not only for those who are leaving and those who are left behind, but for the whole company. Keeping morale, productivity and reputation intact.
If you would like to talk to Katherine about organising Outplacement Support for your organisation, please email her or call 01223 633535.