This is what we don’t want to see – someone upset by the news of redundancy – and alone.
I helped many people manage their own reactions (from joy to despair) when they got the news that their position was redundant.
I know that redundancy can be less painful and go more smoothly when I’m there, as the outplacement consultant, onsite, on the day the news is given, to provide support.
Why is it so important to have the outplacement consulting services provider there on the day? Because it helps the people giving the news, the people receiving the news and everyone else in the office to manage what is a shocking day. It especially helps if your outplacement consultant has training in NLP, counselling or psychology as managing psychological state is paramount to a successful outcome for all.
How does on site on the day outplacement support help those giving the news?
It can help you, or your managers giving the news, to manage unexpected reactions. You might think someone will “take it well”, they may have already mentioned the possibility of redundancy to you (as an objective fact!). You think it will be plain sailing and you think you can’t afford the expense of outplacement. Suddenly you are faced with tears, shock and a lot of unexpected reactions that you are not prepared for. You wish you had involved an outplacement consultant much earlier so they could have prepared you for what to consider and been here on the day you broke the news to provide much needed support – not least to you!
What difference will having an outplacement consultant on-site on the day make?
Here are just a few of the ways having an outplacement consultant can help you and the other managers giving the news:
- Safety and planning so things go smoothly. The outplacement consultant can talk you through things to prepare for – such as consideration of “is this a genuine redundancy?” and are there re-deployment options available?
If the redundancy goes ahead, they can help you consider how to manage risks you might not have thought about, such as:
- How will the retrenched worker will get home that day safely? You will then have a plan – such as cab charge vouchers – to ensure the retrenched employee gets home safely.
- Are many people receiving the news that their position is being made redundant? Are they being told individually on the same day? Have we got a plan of who to tell when and then are we able to quickly bring in the outplacement consultant to talk to them – without having people in tears in corridors? How many onsite on the day outplacement consultants will be needed – and do we have sufficient safe spaces to talk to them in – to support the number of people you are retrenching?
- What do you want the retrenched employee to do for the rest of the day -and the rest of their notice period? Are you asking them to return to the workplace to work out their notice, for example, or are they gathering their personal items and leaving that day? Will you be offering them a leaving event to mark their service? How will they get their personal belongings if they are leaving that day – will someone need to get them or accompany them? Does their system access need to be shut down? How and when will you tell others about what has happened? This will help you to make a smooth plan so everyone receives the information they need and support in a timely way.
- Preparation for the emotional reaction. The outplacement consultant can brief you in advance of the range of reactions to expect so you are prepared for what might happen. This will help you to manage your reaction – and you can then take that into account when you plan the rest of your day.
- Support for managers giving the news. The outplacement consultant can be there to support and de-brief with you and the other managers. Giving news of redundancy can be a very difficult thing to do. You might value some support too.
- Survivor syndrome. The outplacement consultant can be there to support and de-brief with your team, if needed. What they hear and see will impact them. One of the biggest risks is that those you wanted to stay will voluntarily resign. This is less likely if you have an outplacement consultant there on the day so everyone can see that care is being taken and people are being looked after. Your people are more likely to say good things about the organisation if they have outplacement support
- Avoiding time wasting legal challenges. In my experience, when I am invited to help onsite on the day the news is give, a retrenched employee is less likely to go straight to a lawyer to seek advice on whether they have a case against your organisation for wrongful dismissal. Even meritless cases take time to resolve and can destroy the previously good relationship.
Of course, in a redundancy situation, the people we are most concerned about are those in the positions that are being retrenched.
What difference will having an outplacement consultant on-site on the day make to those who are going to hear their role is redundant?
An outplacement consultant can help those receiving the news in many ways:
- They can help those who have been retrenched to feel supported.
- They can help them manage and accept the initial shock and tears, embarrassment, hurt and anger.
- They can assess the situation, the risks and be there to provide psychological support.
- They can ensure the people hearing the news understand what was said to them and ensure they have someone (a friend or family member) to talk to after they have finished talking to the outplacement consultant and people from the organisation
- They can help the managers to prepare for the situation so it runs smoothly and the retrenched person has clear information of what to do next
- They can provide additional support to someone who has no-one at home and needs support in the first few hours as they come to terms with the shock
- They can confirm this is a genuine redundancy, it’s not personal and what the re-deployment options, leaving date options or working out their notice options are (if any)
- They can make an appointment to see that person the next day and assure them that they will help them to make this career transition. They can inform them of how they will help, provide their contact details and information about outplacement. This ensures your retrenched workers know they are supported, how and for how long – and that they know who to call if they need support.
The concern is that some people will see redundancy as a big threat to their plans and livelihood and will react with horror. This is why you want to engage a reputable and experienced outplacement consulting firm that can help those directly affected to manage their psychological state.
People are vulnerable at a time of imposed change – and for some it’s a very threatening position to be in. Outplacement consulting really helps.
If you are a HR Manager or General Manager planning to make redundancies, please contact me on 0477 016 966 or bridget@developmentatwork.com.au for advice, information and for pricing for group workshops and individual career transition support packages from 4 weeks to one year.
If you wish to offer outplacement support to your people, I can help. Ask for more information, options and pricing. Please call me at the earliest opportunity – Bridget 0477 016966 to see how I can assist you to plan and provide support to all those involved pre the announcement, onsite on the day and subsequently via outplacement consulting services.
If you would like a free tip sheet, on managing the human face of outplacement and redundancy, please email bridget@developmentatwork.com.au
See more information and client testimonials on the Outplacement Adelaide website: www.outplacementadelaide.com.au