How to Guide Your Team Through Redundancies

In today’s uncertain economic landscape, with rising costs and financial pressures impacting businesses across sectors, redundancies have become a reality for many organisations.

For HR managers, this creates a unique challenge: navigating layoffs in a way that’s compassionate, transparent, and supportive for both departing and remaining employees.

Our recent webinar, Guiding Your Team Through Redundancies, covered essential strategies to make this process as smooth as possible, highlighting the positive impact HR can have when redundancies are well-managed.

Here are some key insights to guide you through redundancy management, ensuring you support employees effectively, maintain morale, and safeguard your company’s reputation.

1. Why Supporting Employees Through Redundancies Matters

Effective redundancy management is about more than just logistics; it’s about protecting morale, trust, and engagement. Employees who feel supported through the process, whether they’re leaving or staying, are more likely to remain motivated and loyal. By handling redundancies with empathy and providing structured support, you can:

• Improve reemployment rates for departing staff - those with outplacement support find new roles up to 50% faster.
• Boost morale among remaining employees, who feel reassured when they see their colleagues treated with care.
• Strengthen your employer brand, presenting your company as a responsible and compassionate employer.

When redundancies are handled with support and empathy, HR can positively influence the organisation’s culture and long-term resilience.

2. Start with Communication and Empathy

Transparent, empathetic communication is the foundation of effective redundancy management. When handled well, communication reduces survivor guilt, builds trust, and helps both departing and remaining staff understand the decision-making process. Here’s how:

• Explain the reasons clearly - Share the “why” behind redundancies in a way that employees can understand and accept.
• Hold individual conversations with departing employees so they feel respected and valued during the transition.
• Use empathetic language –-Acknowledge the difficulty of the situation for all employees, showing that you genuinely care about their well-being.

Clear and compassionate communication reassures employees that leadership is handling the process fairly, which is vital for morale.

3. Practical Support for Departing Employees

For departing employees, practical support can make all the difference in their job search. Outplacement services are a key part of this, helping affected employees transition confidently into new roles while reinforcing your company’s commitment to people, even in difficult times. Here’s what effective support includes:

• Career coaching and job search strategies – Help departing staff clarify career goals and navigate the job market.
• CV and interview preparation – Boost their confidence and readiness for new opportunities.
• Ongoing support until reemployment – Reassure departing employees by staying connected with them throughout their transition.

When departing employees feel supported, it strengthens trust and has a positive ripple effect on the morale of remaining employees as well.

4. Supporting Remaining Staff: Addressing Survivor Guilt and Building Resilience

Redundancies don’t just impact those leaving—they also affect the remaining team, who may feel survivor guilt, insecurity, or decreased morale. Here are some ways to keep your team resilient and engaged:

• Acknowledge survivor guilt – Recognise the emotional impact of redundancies and give space for employees to share their feelings.
• Regular reassurance – Remind remaining staff of their value and role within the organisation’s future.
• Provide resilience-building support – Offer mental health resources, resilience workshops, and peer support opportunities.

A compassionate approach can reduce anxiety among remaining employees and help them refocus on their roles, building a supportive, cohesive environment.

5. Self-Care for HR Professionals

Navigating redundancies is demanding for HR teams, too. Practising self-care is essential to manage the emotional toll and stay effective. Here are some ways to prioritise your well-being:

• Seek support from peers – Connecting with other HR professionals who understand the challenge of handling redundancies can be valuable.
• Set boundaries and recharge – Take time away from work to maintain a clear mind and grounded perspective.
• Celebrate small wins – Recognising positive impacts or moments of gratitude can provide emotional resilience and motivation.

As an HR professional, looking after your own well-being allows you to better support others throughout the process.

For a deeper dive into these strategies, check out the full recording of our webinar, Guiding Your Team Through Redundancies, where we cover more in-depth tips and real-life examples to help HR managers navigate this complex process effectively.