Redundancy: Breaking The News

Breaking the news of redundancy is one of the toughest tasks any manager or HR professional will ever face. It is a delicate, often emotional situation that can impact not just the employees affected but the entire organization. The very word “redundancy” evokes fear, uncertainty, and sometimes even anger. It signifies more than just job loss; it is the disruption of livelihoods, the shattering of routines, and the sudden alteration of personal and professional identities. For those delivering the news, it is a moment fraught with tension, requiring empathy, clarity, and firmness.

I remember vividly the first time I had to communicate redundancies to a lovely team I had worked with for over five years. We had been like a family – celebrating milestones, solving problems, and working late nights to meet deadlines. When the directive came from upper management to downsize due to a significant loss in revenue, my heart sank. I knew what this meant for the team members who had given their all, and I dreaded the conversations that lay ahead. But it is in these moments of leadership challenge that one’s true character is revealed.

This article looks at how to break the news of redundancy with sensitivity and professionalism, drawing from personal experiences and practical strategies to oversee this challenging process.

1. Prepare Yourself Emotionally and Practically

Before you even think about delivering the news, take time to prepare yourself emotionally and practically. Recognize that you will be dealing with people’s lives and that this is not a task to be taken lightly. Mentally rehearse the conversation, anticipate possible reactions, and plan your responses. Having a clear script can help, but don’t rely on it entirely – be prepared to adapt based on the employee’s reaction.

During my own experience, I spent the night before the meeting going over each team member’s strengths and contributions. It was painful, but necessary, as I wanted to ensure I acknowledged their hard work before delivering the difficult news. I also sought advice from a more experienced colleague, who emphasized the importance of staying calm and composed, no matter how emotional the meeting might become.

2. Choose the Right Setting

The environment in which you deliver redundancy news is crucial. Opt for a private, quiet space where you can have an uninterrupted conversation. This setting shows respect for the individual’s privacy and dignity, allowing them to process the information without the added stress of being in a public or open space.

I made the mistake once of delivering the news in a shared office space. Although it was after hours and only a few people were around, the lack of privacy made an already difficult situation even more distressing for the employee. He later confided that he felt exposed and humiliated, an outcome I deeply regretted. I learned from that experience never to under-estimate the importance of a suitable setting.

3. Be Clear, Honest, and Compassionate

When breaking the news, clarity is paramount. Avoid jargon or vague language. State clearly that the employee’s role is being made redundant, and explain the reasons behind the decision, such as financial challenges or organizational restructuring. While honesty is essential, it should be tempered with compassion. Acknowledge the impact this decision will have on the employee and express genuine regret.

In my case, I had to explain that our department’s budget had been slashed due to a downturn in client contracts, making several positions, including his, redundant. It was a bitter pill to swallow for both of us, especially because I had recruited and mentored this individual. He looked at me, stunned, and asked, “Did I do something wrong?” It was heartbreaking, but I assured him that his performance was never in question and that this decision was purely a business necessity.

4. Provide Support and Next Steps

Don’t just deliver the news and leave the person hanging. Outline the support the company will provide, whether it is a severance package, outplacement services, or assistance in finding a new role within the organization. Make sure you have all the necessary information ready – this shows that the company cares about what happens next for the employee.

In one instance, our company offered a robust support package that included resume workshops, career counseling, and a decent severance pay. I also personally reached out to contacts in the industry to help affected team members find new opportunities. One employee, who had been with us for nearly a decade, was able to secure a new role within three weeks. It was a small victory amidst a difficult situation, but it made a significant difference in how she processed the redundancy.

5. Allow Space for Reaction

Understand that each individual will react differently to the news of redundancy. Some might be calm and accepting, while others could be shocked, angry, or even in tears. Give them space to express their emotions and listen actively. Avoid the urge to fill the silence or defend the company’s position. Your role in that moment is to be a compassionate listener, not a corporate spokesperson.

During one particularly tough conversation, the employee became visibly upset, accusing the company of betrayal. I let him vent without interrupting, knowing that he needed to release his frustration. When he finished, I calmly reiterated the support we would provide and gave him time to process the news. Later, he thanked me for not trying to justify the decision and for simply listening.

6. Follow Up and Maintain Communication

After the initial meeting, follow up with the employee. Check in on how they are doing, answer any additional questions they may have, and provide updates on the support services available to them. This continued engagement shows that the company values them beyond their current employment status.

I made it a point to check in with each affected team member a week after our initial conversation. One person appreciated the call, saying it made him feel “less discarded.” He also asked for a reference letter, which I gladly provided. This simple act of following up helped to rebuild some trust and left the door open for future professional interactions.

Conclusion

Redundancy is an unfortunate reality of business, but how it is handled can make all the difference in the world. For those delivering the news, it is a moment that tests your empathy, professionalism, and human decency. It is about more than just ending an employment contract; it is about treating people with respect and dignity during one of the most challenging times of their professional lives.

Reflecting on my own experiences, I have learnt that while the message itself is tough, the manner in which it is delivered can soften the blow. By preparing thoroughly, communicating clearly and compassionately, providing support, and maintaining ongoing communication, you can help employees pass this difficult transition with dignity and grace. In the end, it is about being human – understanding that behind every role made redundant, there is a person, a story, and a future yet to unfold.

Contributed by Agolo Eugene Uzorka, CEO/ Lead Consultant, Eugene + George Consulting Limited (www.eugenegeorgeconsulting.com)