Supporting Your Team if They Have Been Impacted by a Redundancy Process

Introduction

Redundancy is a challenging experience that can have a profound effect on employees, both those directly impacted and those who remain. As a manager or team leader, supporting your team through this transition is essential to maintaining morale, productivity, and overall wellbeing. This guide outlines practical steps you can take to help your team navigate the redundancy process effectively and compassionately.

Understanding the Impact of Redundancy

Redundancy can lead to a range of emotional responses, including anxiety, stress, loss of confidence, and uncertainty about the future. It may also impact team dynamics, with remaining staff experiencing ‘survivor syndrome’ - a mix of guilt, anxiety, and fear that they may be next. Understanding these emotions can help you provide meaningful support to your team.

Communication: Providing Clear and Honest Information

One of the most critical aspects of managing a redundancy process is clear, honest, and timely communication.

Be Transparent: Keep your team informed about the redundancy process, including the reasons behind it, the timeline, and any support available. Avoid speculation or withholding information, as this can lead to increased anxiety.

Listen to Concerns: Provide opportunities for staff to ask questions and express concerns. This can be done through one-on-one meetings, group discussions, or anonymous feedback channels.

Acknowledge Uncertainty: If there are aspects of the process you do not yet have answers to, be honest about this while reassuring your team that you will share updates as soon as possible.

Regular Updates: Ensure communication is ongoing and not a one-off event. Keep your team informed of any developments, even if there is little change.

Supporting Emotional Wellbeing

Redundancy can be an emotionally distressing experience. As a leader, you can play a crucial role in supporting your team’s mental health and wellbeing.

Signpost to Support Services: Encourage employees to access support services, such as occupational health, counselling, or employee assistance programmes (EAPs).

Encourage Open Conversations: Foster a culture where employees feel comfortable discussing their emotions. Normalising discussions about stress and anxiety can reduce feelings of isolation.

Be Empathetic: Validate employees’ emotions by acknowledging their experiences. A simple “I understand this is a difficult time” can make a difference.

Look Out for Signs of Distress: Watch for changes in behaviour, such as withdrawal, reduced performance, or increased absenteeism, and offer support where needed.

Supporting Remaining Staff

For those who remain, job insecurity, increased workloads, and emotional strain can impact morale and productivity.

Address ‘Survivor Syndrome’: Recognise that remaining staff may feel guilt or worry about their future. Providing reassurance and clarity about their roles can help alleviate these concerns.

Rebuild Team Morale: Consider team-building activities or informal gatherings to foster a sense of unity and support.

Workload Management: Ensure remaining staff are not overwhelmed by increased responsibilities. Assess workloads and provide support where needed.

Encourage Peer Support: Promote a culture of mutual support where colleagues can openly discuss challenges and share coping strategies.

Practical Support for Those Facing Redundancy

If members of your team are directly impacted by redundancy, practical support can make a significant difference in their transition.

Provide Career Support: Offer guidance on CV writing, job applications, and interview skills. Direct employees to resources such as NHS Jobs and external career support services.

Offer Redeployment Opportunities: If possible, explore redeployment options within the organisation or partner organisations.

Ensure a Fair and Compassionate Process: Treat affected employees with respect and dignity throughout the redundancy process. Ensure they have access to HR support and understand their rights and entitlements.

Stay in Touch: Where appropriate, offer to maintain contact with departing employees, providing them with networking opportunities or future job updates.

Leading with Compassion and Resilience

As a leader, navigating redundancy within your team can be emotionally challenging for you as well. Taking care of your own wellbeing is crucial so that you can effectively support others.

Seek Support for Yourself: Use leadership resources, peer networks, or professional coaching to discuss challenges and receive guidance.

Be Honest About Your Own Feelings: While maintaining professionalism, acknowledging your own emotional response can humanise the process and strengthen trust with your team.

Focus on the Future: Help your team look ahead by setting clear goals, identifying new opportunities, and fostering a sense of purpose moving forward.

Updated on: 05/03/2025