Redundancy: A Personal Journey Through Uncertainty and Change
Being made redundant sucks, right?
It is an experience that can profoundly affect one’s professional and personal life. It’s a situation I’ve faced more than once, and each time, it doesn’t get any easier. The initial shock, the emotional turmoil, and the uncertainty about the future—it all can feel overwhelming. Yet, in these moments of vulnerability, we find strength in the shared experiences of others.
In January 2024, redundancy figures in the United Kingdom rose to approximately 133,000, up from 116,000 the previous month, as reported by Statista.com (D. Clark, 2024). This surge is reflected in a broader trend visible on LinkedIn, where numerous profiles bear the ‘Open to Work’ frame/badge, signalling a growing number of professionals facing job insecurity.
A study by Wealth of Geeks highlighted that Londoners faced the highest redundancy rates in 2024, with 52,173 potential redundancies recorded between January and October 2023—translating to 593 per 100,000 individuals. This statistic is not just a number; it represents the lived experiences of thousands, each with their own story of adaptation and resilience.
The redundancy process often begins with an out-of-the-blue email, marking the start of an emotional rollercoaster aptly depicted by the 1969 Kubler-Ross change curve. For some, especially those in senior positions, the threat of redundancy might not come as a surprise. However, for the majority, it’s an unexpected blow that leaves them reeling.
Genevieve Nock, group HR director at New Directions, captures the essence of this experience in her People Management article:?
“If you’re in a normal disciplinary scenario, the person has kind of influenced the outcome to some extent; they’ve played a part in the process and they’re dealing with the consequences. Whereas with redundancies, it’s a situation that’s out of their hands and there’s not necessarily anything that they could have done differently,” (People Management).
When receiving news that your role is at risk, it is hard not to take this personally. What have I done? Why me? What about them?
It is important to distance yourself from this as often it is essentially a numbers game to reduce headcount and alleviate the organisation's financial pressures.?
The subsequent consultation period is a critical phase where an organisation’s core values are put to the test. Integrity and Respect, common pillars of UK businesses, often face scrutiny as employees and decision-makers engage in dialogues that may determine their futures.
Throughout my professional career, I’ve observed that the final organisational structure post-consultation seldom deviates from its initial draft. Yet, in some instances, a meaningful consultation can influence the business’s trajectory and even preserve certain roles.
During this phase, the focus on legalities can overshadow the human aspect of redundancy. It is crucial to remember that behind every role at risk is a person needing support, guidance, and empathy. Effective change management requires a balance between operational oversight and compassionate leadership.?
As the final decisions are announced, employees can again find themselves at the beginning of the Kubler-Ross curve as reality sets in. Individuals going through the redundancy process can often be categorised into four distinct groups based on their redundancy status and personal desires. The attention often centres on those departing, but as Genevieve Nock warns, those remaining may suffer from “survivor syndrome,” making clear and honest communication from HR vital for rebuilding culture and morale.
Coping with redundancy is a significant aspect of the transition process for employees. It’s essential to maintain a positive mindset, which helps in building resilience and self-confidence during this challenging time. Managing finances proactively, understanding one’s rights, and being transparent with others about the situation are also crucial steps. Organisations play a pivotal role in supporting staff through redundancy by providing counselling, coaching, additional meetings, financial advice, and clear plans for the future. They should also proactively offer time off for those selected for redundancy to seek new jobs or training.
Incorporating these strategies early into the redundancy process not only aids employees in coping with the change but also reflects the organisation’s commitment to its values and workforce.
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In conclusion, redundancy is more than a corporate exercise; it’s a human experience that calls for sensitivity, understanding, and a commitment to supporting each other through times of change. As we navigate these challenging waters, let us hold onto the values of integrity and respect, not just as corporate jargon, but as guiding principles for our actions and interactions.
Personally, as I depart my current organisation, I am excited for the next challenge/s.
References:?
The regions most at risk of redundancy across the UK in 2024 | London loves business https://londonlovesbusiness.com/the-regions-most-at-risk-of-redundancy-across-the-uk-in-2024/?
Average number of people made redundant | Statista (D. Clark) https://www.statista.com/statistics/1172074/uk-monthly-redundancies/#:~:text=Number%20of%20redundancies%20in%20the%20UK%201995%2D2024&text=In%20the%20three%20months%20to,116%2C000%20in%20the%20previous%20month.?
What is the impact of redundancies on HR teams? | People Management?
Coping with redundancy | Mind - Mind. https://www.mind.org.uk/workplace/mental-health-at-work/coping-with-redundancy/.
10 steps for dealing with redundancy and beyond - caba.org.uk. https://www.caba.org.uk/career/coping-with-redundancy/dealing-with-redundancy.html.
7 ways of coping with redundancy (with reasons and tips). https://uk.indeed.com/career-advice/finding-a-job/coping-with-redundancy.
Supporting employees following redundancy: a guide for HR - Personnel Today. https://www.personneltoday.com/hr/supporting-employees-following-redundancy-hr-guide/.
Step 10: Support your staff - Managing staff redundancies - Acas. https://www.acas.org.uk/manage-staff-redundancies/support-your-staff-and-plan-for-the-future.
Coping with redundancy | nidirect. https://www.nidirect.gov.uk/articles/coping-redundancy.
Supporting employees following redundancy: a guide for HR - Personnel Today. https://www.personneltoday.com/hr/supporting-employees-following-redundancy-hr-guide/.
Step 10: Support your staff - Managing staff redundancies - Acas. https://www.acas.org.uk/manage-staff-redundancies/support-your-staff-and-plan-for-the-future.
Managing change - SOM. https://www.som.org.uk/Managing_change_restructuring_redundancy_and_homeworking.pdf.
Director For Diversity at The Association of Colleges
11 个月Such a thoughtful , sensitive article Andrew. Helping to see roadblocks as stepping stones .
Career Coach and Mentor | Professional Development Coach | Executive Coach - supporting people to find a fulfilling role where they can thrive; helping individuals to unlock potential and realise goals.
11 个月I totally agree that redundancy calls for sensitivity and understanding. A really well-written and interesting article. I wish that I had been able to foresee how things would have been five months after redundancy, then perhaps I could have relaxed and enjoyed it more! I encourage people to set aside some ‘me’ time each day to help build resilience during this period.
Customer Service Manager
11 个月Great article Andy!
Learning and Improvement Coach / ESOL and FS English lecturer / QTLS
11 个月Excellent insight into the personal dimension of redundancy, Andy!