Although the personal impact of redundancy can be traumatic, its effects are understood and appropriate support mechanisms are now well established. But, what about those who are left? They are expected to pick up the pieces; they may need to take on new responsibilities; and they have to deal high levels of stress and uncertainty. Customer service can suffer; productivity can suffer; and conflict between teams is probable.

So, what can you do....?

Have a clear communication plan

• Help the staff to understand the strategic aim of the changes
• Include a clear and open process to explain how redundancies will be selected
• Clarity and speed will reduce overall anxiety and uncertainty
• Continue to monitor staff expectations after the downsizing has taken place

Offer training

• Especially for managers, who need to respond to staff attitudes and for staff taking on new responsibilities
• Developing skills such as listening and presenting will show that managers are actively engaged with their staff

Consider counselling services

• Survivors respond in many different ways, and it’s important to recognise those that are genuinely distressed
• Ensure managers know how to refer staff on to the appropriate support
• Helps to increase the confidence staff have in the organisation

Involve the survivors

• Managers need to be visible and approachable
• Be honest about the future
• Develop the skills of the survivors in order to show that they have a future

• Recognise that conflict situations are more likely to arise
• Be available to discuss any situations that arise
• Provide training in conflict resolution

 

 

Do you have experiences that would help others? This e-mail address is being protected from spambots. You need JavaScript enabled to view it – your feedback is valuable and welcomed.