Making a difference
How coaching can help with redundancy processes
Redundancies are an unfortunate fact of life; sometimes they are just necessary and there is no way of avoiding them.
They can, though, have far-reaching and long-term consequences for those involved (above and beyond the obvious financial impact) – consequences not just for those who are let go but also for those who “survive” the process, for those who are left behind once their friends and colleagues have left, and for those who are making (or, indeed, communicating) the decisions.
Handled well, a redundancy process can produce the intended outcome of a more streamlined, sustainable, successful and profitable business. Handled badly, and it can cause long-lasting damage to relationships, to morale, to trust and, ultimately, to the business as a whole.
It almost goes without saying that it is essential that any redundancy process is managed in such a way that ensures that any legal requirements and obligations are met. However, that is not, in itself, enough. A process that simply ticks all of the required boxes risks being seen as officious, cold and impersonal, leading to unrest and lasting resentment. A great deal of thought should, therefore, go into not only whether a process is needed but also, if it is, how it is to be managed, not just on a legal level, but also on a personal level.
For me as a coach, there are two obvious ways in which management can look to limit any negative impact and/or collateral damage caused by the process.
- It can ensure that there is effective communication around the process (about the reasons for it, how it will work, and the timeframes involved), thereby keeping any uncertainty that may in turn breed fear, confusion and conflict to a minimum.
- It can ensure that appropriate support is available, both during and after the process, to all those involved and/or affected.
Coaching is, at its heart, all about helping people through change, and it is easy to see therefore how it can support those who have been made redundant. Redundancy can bring with it not only financial insecurity but also a profound sense of loss and uncertainty about the future; it can undermine self-confidence and even one’s sense of identity. Redundancy (or “Outplacement Coaching”, as it is becoming known) often now forms part of a redundancy package and can help people (i) come to terms with what has happened, (ii) understand their priorities (their personal values and drivers, and their responsibilities), and (iii) both identify their desired future direction of travel and how best they can move forward.
Coaching can also help:
- those who are managing the process:
- understand the likely concerns and questions that those around them may have about the process and, indeed, about the business and its future more generally; and
- ensure that their methods of communication are appropriate and are as effective as possible in providing clarity and certainty; and
- those who remain in the business after the completion of the process by supporting them in their roles and highlighting a continuing desire and commitment to invest in them and their careers.
With nearly 20 years of practising high net worth Family law at leading London and national firms under my belt prior to coaching, I understand what it is like to work in sizeable, commercial businesses and am used to helping people who are going through some of the most challenging periods in their lives and who are facing a new and uncertain future.
If you would like to find out more, please contact me, Ed Heaton, at ed@edheatoncoaching.com. I am always happy to have an initial chat to explore how I may be able to help, so do please get in touch. For more information about me, my coaching, and what my clients have had to say more generally, please visit my website, www.edheatoncoaching.com.
“Ed is a gifted listener. He coaches from a deep and broad experience base and is able to distil what he hears into valuable, credible insight. I leave every coaching session feeling empowered, trusting that I have the ability to make good decisions about my career during a pivotal period of career transition.”
“Questions around the views and receptivity of stakeholders were particularly useful. The coaching has helped me to look at problems from other people’s perspectives…”