With the Furlough scheme ending in September, if you are considering breaking the news about proposed redundancy, then hopefully, you’re already preparing for the process, but just a few reminders:
- Prepare, know what you are going to say, practice your script and stick to it
- Think about the environment, time of day, can they go home afterwards?
- Communicate key messages quickly
- Move on to the future, what happens next? what support is available – Outplacement?
- Advise that written details will be confirmed (or ideally have a letter ready)
- Make notes after – do you need to follow up on anything?
- Be confident/concerned/empathetic/positive
- Draw firmly to a close
Common Reactions
- Anger – allow some ventilation for people to voice their concerns, do not argue/defend
- Tears – safety valve. Allow time, emphasise support available (Tissues on hand)
- Disbelief / Silence – keep dialogue going, elicit some reaction, encourage questions, maintain eye contact
Common Responses
- Why me?
- Do I have the right to appeal?
- What about my benefits?
- What help will you give me to find a new job?
- Are there any other jobs I could do even at a lower level?
- I think this is totally unfair, especially given my service and ability?
- When does this come into effect?
- What about references, what will you say about me?
Implementation Summary
- Understand why you are doing it and don’t abdicate responsibility for the organisation’s decision
- You need not like it
- It is OK to be nervous
- Remember – breathing / water to hand / take a walk (afterwards!)
- Preparation and understanding are key
- Visualise it going well
It will not make the news any better to bear, but if handled openly, honestly and sensitively, breaking the news about Redundancy enables people to move forward in a positive way and plan a positive future. Trust me, it will make a difference.
