I have written before about how to implement a successful restructure.
Often, following such a restructure, there is the need to tell someone that their role is redundant and that they no longer have a job.
Being able to successfully navigate this conversation can be hard, but there are ways to make it slightly easier.
Be Human
- Finding the middle ground between sticking rigidly to the company provided script and weeping in symphony with the employee. There are things that need to be said, yes. However, there is a way to say what needs to be said in a way that will protect you (the Manager) and the Company, and hopefully provide clarity to the employee, whilst delivering the message with empathy.
- People react to redundancy news in different ways, depending on their personal circumstances. Being prepared for a variety of reactions from the employee is helpful. Remember that although this may be directed at you as the person who is delivering the news, the emotion is generally at the situation not at you. Try not to take it personally, and not react negatively to their emotion.
- Emphasise what support is available (such as the Employee Assistance Programme) as employees often find that they come under pressure after going home to talk to their families, and then need support navigating their way through this in the days and weeks afterwards.
Be Prepared
- Remember that often the employee will stop hearing after the words “you’ve been made redundant”, so make sure that you have all the information in writing so that they can take it away with them and read it when the shock subsides.
- Prior to the meeting, ask what support will be available for the employee and make sure that that information is provided up front to the employee. Some organisations organise the Employee Assistance Programme or outplacement provider to be onsite to support employees through the immediate shock.
- Be clear on what the next steps are after delivering the news. How is the message being communicated to the team and the wider organisation? When will the employee need to leave? Is there leeway for negotiation and discussion around this? Will there be the opportunity for a goodbye party?
- If the employee asks questions that you don’t know the answer to, make sure you find out and get back to them ASAP.
Be watchful and aware
- Remember that if the decision has been to walk the employee straight off the site, that will typically be watched by the remaining employees. They will form their opinions on this as an approach and what it means in terms of the employer and the culture. Be aware that people are always watching.
- Even if the person is staying for a period of time, remember that changes to a team can impact the morale and motivation (“survivor syndrome”). Watch and be mindful of this. Think about what needs to be done around managing the team.
- Remember too that the change curve means that people can experience a variety of different emotions as they come to terms with a decision. This can be the affected employee or the team around them. Being mindful, compassionate and aware is useful during this time.
Look after yourself
Managers often feel guilty thinking about themselves during times of restructures. But the reality is that in order to operate efficiently and deliver the news in a humane manner, you need to be as on your game as possible. This means being well rested and calm. If you are anxious prior to the announcement, work on some deep breathing or go for a quick walk to clear your head.
After the announcement, you may well need to debrief. Make sure that there is someone internally that you are able to do this with (either your boss or HR, for example).
Take some time to clear your head when you get home, if at all possible.
Telling someone that their job is redundant and that they no longer have a job is rarely a pleasant task, but by being prepared and calm and empathetic, you can minimise the stress on both yourself and the employee. A good test to apply is “if I were the employee, how would I want to be treated? What information would I want?”
Until next week,
