I need to make redundancies at work

[RubberPlantPotStand]

And I feel utterly sick at the prospect.

It's not the first time. It will be the third time leading a process in my current role, and I have been involved in processes in other companies, although I didn't lead them back then. I know what to do. I know how to do it. And I know I have to do it.

But I feel heartbroken. No one is doing a bad job (and if they were that would be easier as performance management is much less emotionally harrowing, as a manager). It's a team of brilliant hard working people. But the ongoing weak economy has hit the business hard and the size we are at isn't sustainable.

It's a small business so I know everyone very well. I know all about their illnesses, their husbands' career struggles, the problems their kids are having, their mental health struggles. Absolutely none of this can be factored in. Of course it can't. But it makes it so difficult to put people through a process.

I know how to break the news, I know how to run the meetings.

What I was hoping for is advice from people that have to do it - how do you reconcile it? I keep saying to myself that it's for the good of everyone else, that there needs to be a viable business to support some of us, but it's not cutting much mustard third time around.

And people who have been made redundant - what helped? What didn't?

I'll pull on my big girl pants and get through, but right now, I'm just gutted.

From my experience of having been let go, please please please do not offer any sort of advice as to training / changing careers / what they could do with their life - try not to use words such as "opportunity" or "new beginnings". You could be sympathetic, answer their questions honestly and if possible give them a long(er) notice

I wouldn't do that. Your previous employer did that? Christ.

Thanks for your reply. I'm sorry you were let go, and maybe your previous employer felt as shitty as I do and just completely fluffed it.

Honesty and clarity and simplicity about everything - how many, when , what the process will be - get to the nub sooner rather than later. cut the half hour of corporate vision every time you talk about it

be there - physically - with an open door policy as much as you can

have drop in calls every week or day just to answer any questions

be as open to volunteers as possible in the first stage
don’t make anyone indispensable even if you feel they are

accept that productivity will plummet

don’t run interviews - you know people , you can rank them without the farce of interviews for your own job

It’s hard. But you just need to do it.

be honest, and try to get as much redundancy pay for them as you can influence

I was made redundant earlier this year. And I think it was harder on my line manager than it was on me.

Make the process clear, and as short as possible.

Been made redundant twice. Both times were horrible. The processes were long and drawn out with long periods of silence from management. One redundancy led to a group of us being outsourced. First we had all to apply for new roles in a new structure, but with hindsight they'd clearly decided who was in and who was out (if you worked on project X you were outsourced) so it hurt to hear them talk about "the people who won't be able to adapt" to the future of the company.

Its hard on everyone in the proccess. You have to emotionally compartmentalise into roles not people. Making 100 strangers redundant must be easier than 3 people who you know.
Do you have an Employee assistance package to give you someone to talk to about it?

I think that the best thing which you can do is give people time.

If they’re being made redundant let them take work time to write applications, do cvs etc. They’ll do it anyway, but much better to do it with management approval.

Reassure people that you will do brilliant references and stick to that. Make it an absolute priority to send them back on the same day they arrive, well written, thorough and positive.

It hurts. It really does. There’s not much you can do to mitigate that, other than support your team as best you can or signpost them to sources of support. I’ve been made redundant a few times and each time I was devastated but it was OK in the end. It happens. People will get new jobs by and large and they’ll be OK

I've been on both sides - been made redundant 6 times, and also been in meetings where we're making people redundant. Honesty, and how much money someone will get helps, as well as being clear on when they are leaving and what will be expected of them before then and after. Give them time to process the news - some will be pleased, some will be devastated.

Don't make them write copious handover notes, or try to pick their brains for every last bit of knowledge and experience.

And get them the absolute best redundancy package you can.

Is there any chance of looking at revisiting what you do to increase income rather than reducing headcount?

Also, make sure you are also at risk, for a proper fair process.

I've been on both sides of the table.

In terms of what helped me...clarity about the process, the choice to have my notice period as gardening leave and control over how I told my team. It was awful at the time, but in hindsight, one of the best thing that could have happened to me.

I have had to make redundancies a few times in my career. It's a shit thing to have to do, but it's your job and it isn't personal. The last person who I made redundant found another job pretty quickly, so it isn't always the end of the world for people. Make sure you ask if there is anything you can do to help as there might be some things that you haven't thought of - e.g. one guy asked me if he could keep his work computer while on gardening leave so that he could use it to apply for jobs.

As someone who's husband is going through this at the minute with IKEA 😡

1. Cut the corporate vision bullshit. Everyone knows it's a money saving excercise and it's just insulting to imply that your doing it for any other reason.
2. Make the process as fast as possible. Give people their fucking money and let them go and get on with their lives.
3. Do not expect people to just carry on as if nothing is happening. My husband was seriously asked to participate in someone's long service award ceremony like he should give a fuck.
4. Tell the truth, the whole truth and nothing but the truth. And DO NOT offer any false hope.

Get their redundancy pay right. I had to contact my old employer 3 times before I got all my money.

basically? (I have been made redundant several times) Just be factual, be fair, ask for volunteers and don't offer any "advice" or "motivational words".

All they need to know is: what is the package? when can they expect to receive it? when is their last day?

The one place that handled my redundancy fairly and properly is the only one i left a handbook for. For the other places, i deleted them.

As others have said, keep it clear and factual, try not to drag it out and fight for the best package you can get for your team.

Make sure to look after yourself as it is really tough.

also: be very clear about what is happening with the company, going forward, with the people who are staying. Do this in one-on ones, or discreetly when the ones who are leaving aren't around.

Be aware that once there is a sniff of redundancies at a company - the very best employees will most likely jump ship at the first opportunity (if they aren't elligible for any redundancy packages).

Been there, it's awful

When there are no obvious low performances, then you just have to take some objective criteria and apply them fairly accross the group

As others have said, make the process as fast as possible, communicate clearly and often, and don't have any expectations around how those who are let go react - it will go every way except the way you think it will go. Fight as much as you can for the best possible package

You then just have to reconcile that you did as much as you could, and were as fair as possible. It's heartbreaking but it's a part of being a manager. You can and will get through it and come out the other side, and be ok

Thank you everyone for replying.

I think what makes it harder is that everyone is really busy. The company has been supporting cashflow with unprofitable contracts while trying to secure more profitable work but the wind has been against us in that regard. The hope was that the business could ride things out with a concerted push to secure new contracts, but that hasn't been successful.

It means there isn't anyone sitting around twiddling their thumbs. The last process I ran, it was obvious to the people involved that their role was in fact redundant, as they had very little work to do. This makes it much less personal - no less harrowing for the person on the receiving end, but at least the writing is very clearly on the wall, and it's very clearly about the role.

Having to score busy, hardworking people against each other just feels gross.

Doesn't change the need to do it.

I have been on both sides, biggest issue was expecting super long handovers and copious notes and meetings- just no. Also for anyone under 2 years, do the right thing and no the bare minimum if anything (can’t remember if they can be let go without redundancy pay)

Be very prepared for the fact that people who 'survive' will jump as they will be spooked by the process - usually the very good people who can easily get other roles. Your headcount will in all likeliness end up being much lower than even you anticipated.

And expect the summering resentment to hang around for a while afterwards.

Not judging or criticising I promise, just commenting on what I've seen.

Keep the initial conversations short. It’s horrible having to listen to it (especially those dreadful scripts with pauses included “I will pause here as appreciate this is a lot for you to digest etc etc). As soon as the news is dropped all you’re thinking about is telling your family and needing time to process - focusing on the when and how much. Allow people to work from home as much as possible after breaking the news - I didn’t want to be in the office. Be empathetic but not patronising. Being told I was such a lovely person probably made my manager feel better but not me. Good luck - it’s very difficult for you also and being human about it will help massively.

I’ve just had news of redundancy, two weeks ago.

I think it’s been slightly unusual as the job won’t end until the next financial year, 31st March.

Give people as much notice as possible - it really does help enormously.

Dh got made redundant and as the outcome was obvious they offered him an enhanced package and off he went. He knew exactly where he stood on day one and it was a very clean and professional break.
I got made redundant and it went on for weeks, we had to pretend that there was a likelihood that we might keep our jobs, whilst it was clear as day that it was just a process and we were going to lose them, then there was further weeks of sitting around feeling unmotivated in the office working our notice - it was horrible. Try and keep it short and simple.

Is it employment law that you must interview all people earmarked for redundancy for the remaining/redefined jobs? My cousin was encouraged to apply for a “new” job (hers and another job merged) but she realised after she had undergone the humiliation of explaining how she would do her own job that they were going through the motions.

So, to OP, unless it’s mandatory don’t do this!