Triple Three Solutions recognises that people are the most important part of any company. In our last blog, we discussed the delicate subject of redundancies during COVID-19. We looked at how change causes stress and the importance of compassion and communication. The redundancy process can be challenging for many and employers must remember that they affect the whole organisation, not just those losing their jobs. In this blog, we’re sharing our HR Advice on how employers can support everyone, whether they’re being made redundant or not. We’ll visit the effects of outplacement coaching and survivor syndrome, and their effects on business after redundancies. For more help with the redundancy process itself, please get in touch.
Being made redundant is an emotional life event, and the idea of finding a new job can be incredibly daunting. People may feel angry, rejected and shocked, which can drastically harm their mental health. Responsible and compassionate employers can help make this time of stress and change easier by preparing them for what’s next. Our HR Consultants believe that providing (or contributing to) coaching is a great way to offer support and shows that the business truly cares.
How does coaching help people?
“Redundancy coaching encourages you to confront the forced transition of redundancy head on – helping you clarify your career direction, set meaningful goals and create the life you want.” – lifecoach-directory.org.uk
Coaches provide individuals with guidance and create an action plan for whatever’s next on their career path. Redundancy can be overwhelming, but coaching works on a range of areas to identify goals, develop skills and instil confidence. By helping redundant staff to find new opportunities, coaching can turn a negative situation to a positive.
Remaining Staff: Survivor Syndrome
“Getting your redundancy process right and supporting individuals who are leaving is also key to retaining your best employees. If you get it wrong, the staff you thought you would rely on will quickly put their own exit strategy into play.” – peoplemanagement.co.uk
It’s essential not to overlook the strain the redundancy process has on remaining staff. Seeing colleagues and friends lose their jobs can be very hard, and may lead to feelings of upset or anger. They may also worry about the future of the business as a whole, and question the security of their role. What’s more, all this whilst still working from home and without the support of a team can feel pretty isolating.
Survivor syndrome is a common problem in the redundancy process but is sadly often overlooked. The initial feeling of relief by those who have survived knowing that they still have a job can quickly be abated by a feeling of guilt about those who haven’t.
If all efforts are put into those leaving, the remaining staff can be left with unaddressed feelings of negativity. Morale, motivation and productivity can decrease dramatically, and mental health is put at risk. Therefore, communication at all stages is key: allow for open discussions, where employees can share their questions or concerns. In addition, address any team, responsibility and workload changes, and share a clear plan for the future so staff can see the value of their roles.
333 Can Help:
In short, the aftercare of redundancies can make or break the future of a business, so it’s crucial to get right. However, it’s a huge task for employers to take on themselves and COVID-19 has added further complications. Here at Triple Three Solutions, we can provide coaching, and help you to support your business after redundancies. To learn more, or for any other HR Issues, please get in touch. Call us on 0333 050 3330 or contact us via email at firstname.lastname@example.org.