Redundancies, layoffs, being furloughed etc

Redundancies, layoffs, being furloughed etc

NONE of this is good news.  Not if you’re about to be given that news, not if you’re the manager and not if you’re the business owner or leader, and it certainly isn’t for the economy either.  In fact, the only people for whom this might be good news, is if you’re desperate for the redundancy package or you’re a really toxic business that needs to shut down any way, but I digress.

In the last few weeks, the probability of the above occurring has been greater than ever before.  As a coach, I never thought I would have to talk about it or even write about it but given the current climate, I’ve been asked for my advice on far too many occasions.  So here goes for a really general overview on the topic.  If you want more in-depth coaching on this, my contact details are all over the LinkedIn page and website.  And incidentally, I am not here to give advice on legal or process matters.

If you are a redundee/furloughee/layoffee…

My most sincere apologies, but you’re being asked to turn elsewhere again, this time, to a previous blog I wrote in September last year.  It does not promise to fix all your concerns but there are some practical tips which may prove useful to you.

Above all, my advice would be, no matter how anxious and panic stricken you are, is to please take some time to process this information before you take your next steps.  Your decision making and your subsequent actions wholly depend on a calm, sound and clear frame of mind to produce a successful outcome for you. 

If you are the big bad…

Too soon?  OK.  Ironic because my first bit of advice is to breathe in all the emotional intelligence and best versions of yourself and to breathe out any sadness, frustration, anger, anxiety, fear etc that you might be feeling.  And repeat until you are calm.  And repeat again when necessary.

As a manager this might not be your fault but you are having to do the deed.  As a business leader and/or owner, this might also not be of your choosing but tough decisions have to be made and executed because you have exhausted all other options.

·      Communicate!  And well!  Be clear, concise and steady in your communications and messaging, remembering that no matter how small or large the audience, they are your employees, not numbers.  You don’t get to hide and pretend it’s not happening

·      Consult with key members of staff before doing anything just in case they have an alternative solution.  Perhaps even open up your dilemma to the rest of the organisation and offer them options eg a sabbatical or early retirement or part-time work

·      Manage your and their expectations

·      Consider when and where (eg a privacy vs from your home kitchen where the children are playing), you tell those affected what is going on before rumours etc start.  Be sensitive and considerate and ensure that your efforts are coordinated factoring those who work part-time and/or are ill

·      If at all possible, offer follow up meetings with relevant representatives, if it is not you, should the individuals have questions and/or if you can support them in other ways

·      Show compassion and listen

In short, be the leader that you expect should the roles be reversed.

If you have remaining team members and clients to manage, remember also to do all the above, adjusting the message to suit the audience.  Your remaining employees will require your empathy, patience and reassurance that the same won’t happen to them.  That things will get better and that they will not be overwhelmed by the extra workload post the others’ departure.  Give them time to grieve and process the information before you sound he rallying call to motivate and reengage them.  Your clients in turn will need to know that their trust in is not misplaced in order for them to continue supporting you.  In short, you need to step up and show good stewardship.

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent. —Douglas MacArthur

But what about me?

And for all the above, you cannot and will not do a good job of managing any of the above, if you do not consider yourself and what it looks like to be a good leader.  It’s easy to look like a wonderful leader when things are going swimmingly well. 

Anyone can hold the helm when the sea is calm. —Publilius Syrus

·      Check in with yourself – how are you?  What is your state of mind?  What can you do to help yourself back on track?  How are you looking after yourself?  How are you grieving and managing this increased pressure?  How is this affecting your behaviour at home and with your employees?  What can you do to help yourself?  Who else can help you and how can they help you?

·      Take some time to give yourself some compassion and kindness – acknowledge that what you’ve had to do was extraordinarily difficult

·      When you are ready, look back at your remaining business (or if you don’t have one, see the blog as mentioned above about moving on), and look at the situation with a new perspective.  Could it be an opportunity for change and growth? 

·      Review where your particular pain points were – whether it was in process or approach.  Of course no one could have foreseen the lockdown, but could your business model have been more resilient?

·      Dig deep and unearth your reserves of strengths, determination, belief in what you have to offer and patience.

Above all, remember what is truly important to you and what & who your priorities are, and be grateful for them.  Also remember your mission and vision.  Whilst undeniably painful and damaging, this virus and its knock-on effects, health permitting, will pass.  Hard as it may be to appreciate, a lot of good has come out of it too.  Our sense of community and service to others has never been greater.  Our environment has never been cleaner and healthier.  Perhaps harnessing some of these whilst remaining true to your vision might be a new and different way to move forward, but no less powerful. 

Here’s the video from today’s mini webinar.  If you want to skip the blurb and want to go straight to Davina’s 2 minute meditation to feel safe, scroll to 8:20 mins.  Remember to check out Davina’s website and you can also find her on LinkedIn.  She is one of our treasured partners and you will learn so much from her and her work.  If you want to skip my ramblings and go straight to Davina’s exercise, scroll forward in the video to

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