How to support your team through redundancies

Charities are facing immense financial pressures, with rising costs, including the rise in employer National Insurance Contributions, making balancing the books more difficult. As a result, many organisations have recently announced redundancies, including supermajor charities like Guide Dogs, Oxfam GB, and Save the Children UK.

 

It’s hard to see colleagues facing redundancies, particularly if you’re leading the team. Here are some ideas to help support them through the process. And if your own role is affected, we share some steps you can take to deal with redundancy. 

 

 

Be aware of the emotional impact

Being made redundant can bring up a mixture of emotions from anger and resentment, to anxiety, shock and sometimes even relief. Try not to make assumptions about how someone is feeling – it’s a very personal experience. Often just listening to how they are feeling can be hugely supportive. Mental health charity Mind shares resources and tips on coping with redundancy.

 

It could help to emphasise the reason for the redundancy. Losing a job can feel very personal and be a huge knock to someone’s confidence. Knowing that making the role redundant was a financial decision, not a personal one, could make a big difference to their self-esteem.

 

 

Offer a range of support

Whatever advice and guidance you offer, it’s worth doing so more than once. Even if someone suspects redundancies are on the horizon, it can still be a shock to hear that their role is at risk. So you might want to reiterate any signposts, information, or guidance, or ideally email it, so they’re able to pick it up at a later date.

 

Workplace experts Acas suggest that you can support staff by providing:

• Counselling
• Additional face-to-face meetings
• Help getting financial advice
• Clear plans for the future
• Time off for those selected for redundancy to look for new jobs or arrange training

 

Signpost to financial support  

Finances can be the biggest source of stress when facing redundancy. Be clear about redundancy packages as early as possible, and answer finance questions promptly (or refer to the appropriate person in your organisation). This will help employees to plan ahead, which in turn, can reduce uncertainty and worry.

 

You might also signpost them to MoneySavingExpert’s step-by-step guide to redundancy. It includes information about types of redundancy payouts, jobhunting tips and a redundancy finance checklist. MoneyHelper also has a guide on redundancy pay.

 

 

Explain employee rights and entitlements

 

It’s important that employees understand their rights and what they’re entitled to so they  know if they’re being treated fairly. If they’re legally classed as an employee and have worked at the charity for two years, they have certain rights. You could refer them to Acas’ information on redundancy, which explains an employees’ rights in detail, as well as the process an employer must follow.

 

 

Support staff to plan ahead

 

Starting to plan ahead can help people to feel more in control and positive about the future. If your organisation can afford it, outplacement experts offer services such as CV writing support, job search guidance or career counselling. You could also suggest they expand their networks or find a mentor.

 

 

Recognise the impact on staff who are staying

 

A round of redundancies can be unsettling for remaining staff and raise uncertainties about their own roles and workloads. The way they perceive their colleagues’ redundancy process can make a big impact on their opinions of your charity. For example, if remaining staff see their colleagues being treated with respect, they’re less likely to be demoralised and resentful. 

 

Open communication is key here, scheduling in catch ups, one-to-ones and answering questions openly and honestly. When the redundancy process is over, it can be helpful to block out some time to spend together as a team, to refocus and keep everyone engaged. 

 

The Chartered Institute of Personnel and Development has some helpful advice on ‘survivor syndrome’.

 

 

Ask how people want to say goodbye

 

Speak to those people who are leaving to find out how they want to say goodbye to their colleagues. Some might want to say goodbye face-to-face, while others might find that uncomfortable. However that last day pans out, share your appreciation for all the work and effort they’ve given to your charity. Showing your respect and appreciation could help them to move on more easily.

 

 

Look after yourself

 

Even if your own role isn’t at risk, the redundancy process can be tough. Make sure you get any help you need – whether that’s one-to-ones with your manager or being resourced to have difficult conversations. If you’re feeling supported yourself, you’ll be better equipped to help others.