In their shoes
Transitional periods in any company are times of upheaval. It’s important to take your employees’ wellbeing into consideration and to look at what is happening from their point of view. In their shoes, what would you want to know to be kept informed? What information, communication, support and advice would you expect from your own employer?
In the loop
Being kept in the loop is the most important part of the process. The ‘fear of the unknown’ needs to be kept to the minimum. Not knowing only cause unnecessary stress for your employees. As you become aware of ongoing developments, make sure that you pass that information on to your workforce. In this instance, transparency is always the best policy. This way, everyone is up to speed on where they stand. Sometimes it’s even worth updating your team, even when there is nothing new to update them on.
When it comes to looking at your employees’ future direction, you need to help them look at what their options are and how best to pursue them. Keep communication as a two-way street. Your input is essential as to where ‘you’ and ‘they’ see themselves in the future. Many employees take career transition as a chance to try something new and untried for them, career-wise. See how they can make their skills count, in roles where they will feel fulfilled. Most importantly, make sure that they don’t lose confidence and are able to retain enthusiasm. Your reassurance is key to their attitude going forward.
Make sure that your employees don’t think that their redundancy reflects on them and their capabilities. Changes are made for a myriad of reasons and it’s important that it’s not seen as a reflection on their input. Maintaining morale, even when things may not look rosy, is important for both individuals and for your team as a unit. Try to keep the positives of redundancy to the fore, with the accent on ‘new opportunities’ and ‘fresh challenges’. But bear in mind how you would want to be kept informed if it was happening to you. Use this knowledge to connect with your own workforce during these difficult times. It’s a good indicator to gauge your own level of engagement and how you yourself, with due consideration, would like to be treated.