There are lots of ways you can make a world of difference to how an individual feels as they leave your business. From the timing of ‘at risk’ meetings right through to offering outplacement support services which go beyond traditional career coaching. You may not be able to implement everything, but hopefully this will give you some ideas on how to exit people better in the future.
Make simple changes to your redundancy procedure
The first stage is the consultation process. You’ve mapped it out, you know what needs to be said, you’ve drafted all the communications, but that isn’t the end. How you manage the ‘at risk’ discussion sets the scene for the rest of the process, and there are other factors to consider too:
Timing and expectations during consultation
When are you planning on putting someone at risk? Think carefully about the best time to deliver that message and be clear on what you expect from them afterwards. It takes time to absorb the message your role is at risk of redundancy, so show you value your employees and allow them the space they need.
Telling the individual first thing and then expecting them to concentrate on in-depth project meetings until 5.00 pm may not be the best option. Instead, speak to them when it’s quieter and, if you can, offer the option to go home for the rest of the day.
Open the lines of communication for those coping with redundancy
Be clear about who employees can speak to and encourage them to ask questions. Often people going through redundancy consultations feel isolated and afraid. They’re unsure who knows what so don’t ask the questions they need to.
Provide them with a list of people they can talk to about the situation. Encourage them to ask questions on redundancy, both formally and informally. Too many individuals reach outplacement feeling dismayed by the whole process because no-one told them they could find out about other options or ask for additional support. Help them understand it’s ok to ask and provide answers as quickly and fully as you can.
Be flexible with ‘reasonable time off’ during redundancy consultations
Not everyone wants a new job. Some people want to take retirement, start a business, or explore a hobby. Yet many businesses only allow people to take time off to amend their CV or attend interviews. Talk to them about alternatives and share useful resources.
Potential retirees may appreciate introductions to financial planners, for example. Employees looking to start a business might want to speak to their local Chamber of Commerce or attend business networking sessions to get things going. Helping someone leave with dignity means understanding what’s right for them and helping the individual investigate more fully while they’re still employed by you.
How outplacement support services fit in
Lots of outplacement support focuses on CV updates and career transition coaching. It’s about finding your next role and refreshing your interview skills – and many people really benefit from that type of support. Others, however, need something different:
- Rediscovering your self-identity: redundancy can strike a blow you aren’t expecting. Lots of yourself can be wrapped up in work – your purpose, your friends, in some cases even your relationships. Losing it can feel like a big piece of you is suddenly missing. Individual sessions with the right coach can help you work that through and find who you are and what matters again
- Building confidence: redundancy feels personal. It doesn’t matter how many times someone tells you it’s the role that’s being lost. Between that and the rollercoaster of applying for new positions, being supported by someone not directly connected to your former employer can make a big difference. An outplacement coach can offer tools and techniques to rebuild your confidence and allow you to grieve, or vent, at the same time.
- Providing structure: Sometimes the only thing you have scheduled in your week is your coaching call. It’s the one thing where you have to get up, get dressed, and actually attend. And for some people, it’s essential. You need a sense of purpose and something to focus on, and your coach then supports you to take other active steps forward.
- Tailored support specific to your situation: CVs aren’t the answer for everyone. Choosing the right outplacement support is the difference between people feeling heard and not. If you aren’t looking for a new job, but career transition coaching is all that’s available, you can understand why people get annoyed and resentful as they leave.
- Advice from someone who’s been there: Not everyone has been made redundant, but at Wildwood, several of our coaches have experienced it first-hand. And that’s what we offer to your employees – the perspective of someone with lived experience who can genuinely empathise and support the situation they’re in. For many clients, it can make all the difference.
Redundancy might mark the end of one chapter, but outplacement support services provide a range of opportunities beyond simply finding another job. You just need to ask the right questions to make sure you provide the best support to your teams.
Offering a dignified exit
When outplacement support and coaching are offered as part of the redundancy process, everyone benefits. Employees feel heard, supported, and ready for what’s next. Being made redundant may not be their first choice, but coaching gives them the opportunity to work it through and be involved in any decisions.
For organisations, it’s often easier to offer outplacement to senior leaders, but everyone needs support coping with redundancy, processing the change and moving on. Providing better outplacement support, tailored to individual needs, reinforces your reputation as an employer that truly cares about its people, even when times are challenging. It’s a powerful way to turn a difficult situation into one with many more positive outcomes.
Redundancy is never easy, but with the right approach, it can be managed with care, empathy, and respect for all those affected. Get more advice on managing redundancies with dignity and respect from the Wildwood email. Simply register your details to join.
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