If you are personally facing the prospect of redundancy or you are a Company having to make the tough decision to make others redundant then we really recommend you follow this series of blogs and see how Newleaf enables our clients to face into this transition and achieve positive success.
Position yourself for positive change
In my many years experience in HR I think I have witnessed a broad range of responses to redundancy:
‘How am I going to pay my mortgage?’
‘No-one will employ me at my age.’
‘I’ve only ever done this, I can’t do anything else!’
‘I don’t know how to tell my family.’
‘I don’t understand why this has happened to me.’
Redundancy is one of life’s top 5 most stressful events, so ensuring you or your employees get the right support is a key part of your social responsibility.
So, what support do we offer in this potentially traumatic initial phase of career transition support?
- Firstly, we listen. With a confidential and empathetic ear is a good starting point. We offer independent, confidential and non- judgemental support through strong rapport and high quality listening. Ranting, venting, crying and rationalising are all absolutely encouraged – we prefer to hear this rather than potential future networking contacts.
- We then need to move from a counselling role into a coaching role to enable our clients to move forward. This is a delicate process and as seasoned professionals our team read this well.
- We support our clients to achieve a good exit from their current employer as this is an important step in terms of closure, self-respect and dignity.
- There are also some real practical steps to consider – they will seem obvious here, but when you are in the middle of a transition process you may not think quite as clearly as normal. Mobile phone, contact details, financial protection and company car are just a few of the practical details to consider. We will also work with our clients to get a plan around this practical stuff.
- Whilst we are not trained clinicians, we are capable of noticing changes in physiology and of asking appropriate questions around issues of well-being. Our approach hopefully reassures people to feel okay about not feeling okay and to get the right support to deal with this.
The amount of time and level of support for this phase varies according to each individual and despite people telling us they are ‘fine’ we will always check in on this and make sure fine really means fine. Moving forward without having addressed some of the issues above makes a constructive job search really difficult.
Once we see that our clients have an understanding and acceptance of why they find themselves in this position and when they demonstrate a willingness to look forward rather than backwards – then we know we are ready to move to the exciting phase 2: Explore– What do you really want to do next? My next blog explores the detail.