Leading through redundancies: Navigating change with empathy
Redundancies have become an unfortunate reality for many organisations. Whether due to economic downturns, advances in technology or strategic shifts, the need to downsize can happen unexpectedly. When it does happen, leaders and managers can find themselves in a challenging position. How these changes are handled can significantly impact not only the people affected, but also the morale and productivity of the entire workforce.
Moore Kingston Smith Senior Learning and Development Business Partner, Julya Holden, believes that leading through redundancies with empathy is not just a compassionate choice — it’s a strategic imperative. Here, she explains how you can encourage your leaders to develop an empathetic approach to redundancies.
Why is empathy so important?
Losing a job can make those affected feeling insecure, anxious, and lacking in self-esteem. By acknowledging these emotions, leaders create a supportive environment that fosters resilience and promotes a positive mindset.
Here are some strategies to bear in mind to encourage your leaders to take an empathetic approach to managing redundancies.
How to manage redundancies
Clear communication
During times of change, open and honest communication is crucial. If leaders can give clear explanations about the reasons behind redundancies, they’ll reduce uncertainty, keep employees informed and demonstrate respect for their team members’ concerns. With that in mind, it’s really important to make the consultation process as clear as possible – learn more about it and other redundancy best practice in our essential guide to the redundancy process.
Active listening and feedback
Leaders should practise active listening to understand the fears and concerns of those affected by redundancies. Through one-to-one conversations, employees have the chance to express their emotions. Plus, it’s an opportunity for leaders to address concerns and ensure that everyone’s voices are heard and valued.
Emotional support and wellbeing initiatives
Demonstrating genuine care for the mental health of employees fosters a culture of psychological safety and resilience. Remember that the impact of redundancies often extends beyond those who are leaving: remaining employees can experience guilt and decreased morale. Through initiatives like counselling services, support groups or workshops, leaders can help people cope with the emotional impact.
Job transition support
Offer resources and support for anyone moving into new roles or who is looking for a new role. Services like skills development programs, career counselling or networking opportunities can really help people navigate their career paths with confidence.
Celebrate resilience and success stories
Recognising and sharing the success stories of people who have positively navigated redundancies can inspire and motivate others during challenging times. It also reinforces the message that there are always opportunities for growth and success, even in the face of adversity.
The long-term benefits of empathetic leadership
While the immediate focus during redundancies often centres on financial outcomes, the long-term benefits of leading with empathy can be far-reaching. For example, organisations that prioritise emotional intelligence in their leadership report higher employee engagement and retention rates.
Navigating redundancies is undoubtedly one of the most challenging tasks a leader can face. But by approaching this sensitive process with empathy and care, leaders can support their employees through difficult times and strengthen the organisation’s overall culture.
Here to support you
Is your organisation going through a challenging time? For support on leading through redundancies and further resources, reach out to Julya Holden, Senior Learning and Development Business Partner, who can provide tailored training and coaching across your business.
