Supporting your staff through redundancy


With October redundancies doubling last year's rate, UK's unemployment rate rose to 4.8% in the three months to September, up from 4.5%, as coronavirus continued to hit the jobs market (source: BBC news). The prospect of the UK economy shrinking, and more job losses expected, provides a difficult but necessary decision: good, loyal, and dedicated people will have to depart your organisation. Is it possible to help your departing employees whilst keeping costs low and keeping your organisation running?

Here are some areas that need attention, time, and focus for your employees to have a smooth transition. In this read, we share ten steps an employer can take for supporting staff through redundancy.

  1. Don’t Rush

Can you offer some extra time? Time to reflect, analyse, and think through what they are suited to and what they would really like to be doing next. It is important for people to take their time rather than rush into the next thing without thought and reflection. It is ideal if someone can go from one job whilst still employed in another – can you offer this?

  1. Keep Positive

Redundancy is a common occurrence in our changing economy and especially during recessions. Reiterating this and asking your employees to de-personalise redundancy by keeping positive and by having a plan is important.  Can you offer some coaching to help them structure their plans and create new career goals?

  1. Put the Work In

Updating a CV and LinkedIn profile then searching for a job takes time. The more effort someone puts into this, the more focussed and ultimately more successful their career transition will be. Can you allow time for this and provide some feedback, for example, on their CV or LinkedIn profile, or time to talk things through with you? If you are time-poor, can you maybe suggest assigning a mentor within your team to assist them for a specific period?

  1. Use Your Network

It has been documented that a high percentage of people get their next job through their network – can you assist with any introductions, for example, introductions to agencies, your contacts, clients, competitors? You can also suggest networking events or sponsor them to attend ones. Whilst face to face encounters can be more effective than virtual ones, with the current environment of Covid-19 virtual meetings through Zoom and Skype are the only way forward for the time being.

  1. Provide recommendations and endorsements

Handwritten recommendations are great, but another way is to provide a recommendation through LinkedIn. Can you connect with them on LinkedIn to provide them with a wider network? With over 660+ million users worldwide, LinkedIn recommendations are proving a great way to praise your departing employees. You can only endorse and recommend someone on LinkedIn if they are your first-degree contacts, otherwise, you can always ask someone else within the organisation who has directly worked with your employee to write a recommendation. Finally, are you able to provide a reference or act as their referee contact?

  1. Build Experience

Are you able to offer any freelance work or project work in different departments while they are looking? If possible, this will add to the experience they have in their next chosen field, while limiting CV gaps. Are you able to offer them a contracting role for a period?

  1. Improving Social Media Profile

Can you assist your employee with improving their social image? Social media, besides LinkedIn, is being used more by recruiters to learn more about the candidate’s personality. Remind your employees that having a perfect LinkedIn profile is not always sufficient if the other social media platforms completely contradict their professional personality.

  1. Look for clues

Are there any insights that you have had with regards to their work? What you have observed them being particularly good at? Can you take out old appraisals and provide some feedback that they can use moving forward?

  1. Mentoring Opportunities

Can you or someone within the company provide some mentoring sessions that they have access to should they need it?

  1. Final word

It may be that redundancy comes because of financial pressure, restructuring or poor employee performance. Whatever the reason, we have a corporate social responsibility towards supporting staff through redundancy.  If you would like more guidance and resources to use at your firm while avoiding expensive outplacement costs, look for a provider who can offer a more cost-effective solution to outplacement services while maintaining the quality of the service.

About Transition Peak

Transition Peak limited offers immediate, practical, and cost-effective support for your staff through redundancy and retirement. We help companies that are making employees redundant or supporting those in career transition by offering bespoke training material, workshops and connecting them with the best coaches and experts in London. Based on individual needs and constraints, we work using the following resources: online training in the form of documents, checklists, and videos, 1-1 and group coaching and workshops.

For a free and confidential discussion about your outplacement needs, please get in touch. To access more of our advice and thinking, take a look at our latest insights. Sign up for our newsletter here. Follow us on LinkedIn here.

About the Author

Charlotte Billington, Career Transition Coach and Co-Founder of Transition Peak
Charlotte BillingtonExecutive Career Coach , ICF
Charlotte is an experienced Career/Executive Coach who has over twenty years’ experience working within career transition for both companies and individuals. She is an ICF qualified coach and her experience includes career coaching, HR consulting, and recruitment.