August 6, 2024 • 25 mins
In this episode, Anita delves into the unpopular yet important topic of redundancies that we are all likely to experience in our professional lives. As the economic landscape continues to shift post-COVID, many have faced unexpected redundancies and layoffs, stirring emotions which can have a profound impact, and navigating through it becomes even more important.
The episode explores the five stages of grief associated with job loss, offering a roadmap to help you navigate this difficult journey. From denial and anger to bargaining, depression, and finally acceptance, each stage is unpacked with empathy and practical advice.
Whether you're currently facing redundancy, know someone who is, or simply want to prepare for the unexpected, this episode is a must-listen. There are insights on managing emotional and financial stress from extensive lived experience, leveraging the power of networking and support systems to turn a challenging situation into a stepping stone for future success. Tune in to discover how even on the dreariest and stormiest of days, the sun does shine again.
Please be reminded that the advice given in this episode is intended to be general in nature. If you find this episode emotionally triggering, please seek advice from a licensed health care professional or counsellor, or call Lifeline on 13 11 14 or Beyond Blue on 1300 22 4636 if you are based in Australia.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Social Enterprise would like to acknowledge the traditional owners of this land
where this podcast will be recorded and pay respects to the elders past and present.
We also want to celebrate the ongoing culture, connections and the storytelling
practices that is very much part of the Aboriginal and Torres Strait Islanders tradition.
(00:21):
Welcome to Social Enterprise.
Music.
(00:45):
Hello listeners hope you're doing well as I record this episode from Cammeraygal
land in Sydney it's a dreary and rainy day outside although I'm still grateful
that I can still record this episode, even if it is miserable and cold outside.
I hope the sun is shining where you're listening from, and if it's not,
(01:06):
the sun will grace itself at its presence soon.
For this episode, I thought I'd address the unpopular yet important topic of
redundancies and how to survive a redundancy.
As a result of coming out of COVID and the economic downturn that we're all
probably experiencing,
(01:26):
many large successful large tech on financial services firms have recently announced
over the last 6 to 12 months, organisational changes which have resulted in
a large volume of redundancies and layoffs.
I've also experienced myself over the last several months that every second
or third person I speak to have either been made redundant themselves.
(01:50):
Know someone that has been made
redundant or has survived a round of redundancies in their organisation.
Unfortunately, I'm sensing that this is just going to continue.
So I thought I'd talk about providing some tips on what I've observed as a HR
professional professional, but also being made redundant myself.
(02:10):
I know what helped during the time I was made redundant, which might be helpful to you.
I also predict that the majority of workers will be made redundant in their
working lifetime or career at least once.
So even though you might not be impacted right now, you're bound to have a friend,
(02:32):
colleague, family member go through it, or even experience it yourself, as I mentioned.
So in simple terms, what is a redundancy and what does it mean to be made redundant?
The technical definition is when an employer decides they no longer need the
job or a role to be performed.
(02:52):
This could be a result of a change in directional strategy with the business
due to responding to external impacts.
It could be a result of cost reduction or in some cases it occurs when the employer
becomes insolvent or bankrupt.
You may have noticed that I talk about the role and the job being performed,
(03:12):
not the person or the incumbent performing the role.
The first important point I want to make for those that have been made redundant
is that it's not your fault.
It might feel really personal, but it's not your fault.
I can tell you that for majority of organisations,
the last resort is making roles redundant and these decisions are not taken
(03:36):
lightly and there is a lot of effort to consult behind closed doors and to review
and analyze whether a redundancy situation is absolutely necessary.
Now, I'm not saying this to provide words of comfort because quite frankly,
redundancies and layoffs absolutely suck.
In my HR profession, I've been the one many times to tell people that their
(04:03):
role have been made redundant.
And I can say hands down that that's the worst part of my job.
It's an important role to play, but it's definitely the worst part of my job
and I hate it when I'm in that situation.
It's difficult for everyone that's involved. And as I mentioned,
I can also empathize because I have been on the receiving end of redundancy.
(04:26):
And if you are in a redundancy situation yourself, it's so normal to feel disappointed
disappointed angry a sense of loss and go through a whirlwind of emotions.
My observation is perhaps the reason why it hits us so hard is it's almost similar
to an intimate relationship ending, whether you saw the writing on the wall
(04:51):
or it came at an utter shock.
Many people spend a lot of time at work, build close bonds with their colleagues
and really take pride in their profession.
Work can become such a large part of someone's identity. So to have that ripped
away from you can really hurt and it can be really hard to overcome.
(05:12):
But there is a silver lining. It might not seem like it with all the emotions
that you might be feeling during a redundancy.
But what I want to help my listeners understand is that you can get through
it and it could even lead to an opportunity that you never thought would present itself.
I tend to have an optimistic outlook generally, even in tough times.
(05:35):
So I'm hoping that some of this energy that I can convey, exert can rub off
with some tips I can share based on my experience, both as a HR professional,
but also someone being impacted.
So I mentioned that based on my observation, a redundancy is a bit like a relationship ending.
And technically, it is the employment relationship ending unilaterally.
(05:59):
Naturally, there are emotions and the mental aspect of it. So it's important
for you to understand what you're
experiencing emotionally and mentally so you're aware of what's to come.
I don't want to get too technical here, but in some jurisdictions,
such as Indonesia and Japan, redundancies exist.
(06:20):
But instead of it being a unilateral decision, it actually has to be a mutual separation.
And these situations can get very tricky, but it's really important that both
parties can try to mutually agree to a separation as much as possible.
Otherwise, it can go on and have really negative impacts on both parties.
(06:44):
I want to introduce you to the five stages of grief that you may experience during a redundancy.
You can apply this to leaving a job even if it wasn't a redundancy per se.
The first stage is denial.
Perhaps this is also amplified in the way the news is delivered to the impacted person.
Usually this happens by getting a call to a meeting unexpectedly with your manager
(07:10):
or a town hall with an ambiguous subject on the invite, such as "Business update" or "Catch-up".
The meeting will have your manager or department head with someone from HR,
and the conversation, when it happens, tends to be short, structured, and a matter of fact.
And in most jurisdictions, this is the start of some sort of consultation process.
(07:33):
You're probably thinking to yourself, did I hear that right?
Is this really happening? The meeting might feel very impersonal,
but the objective really here is to convey that the role has been impacted and
will be made redundant, but it also allows you some time for the news to sink in.
It's only natural for someone to go through all sorts of scenarios in their
(07:56):
head and ask, why me? Why now?
Is there any way this could have been avoided? Is this decision really final?
Whether you suspect that this may have been coming or not, everyone goes through
this stage, but some may move through it quickly compared to others.
Once the news and the situation that you've lost your job has sunk in,
(08:18):
it's normal to feel angry, which leads to the second stage of anger.
Although it's completely normal to feel an emotional response,
this is probably a key stage that you want to be the most self-aware of your own behaviour.
You may feel anger towards your manager, HR, your colleagues,
(08:39):
your family, but it's incredibly important that you try and regulate your emotions
as much as you can to ensure that you don't impact any of your relationships or your reputation.
Many organisations offer what's called EAP or Employment Assistance Programme,
which is an anonymous counselling service.
So if you've never used it and your company offers it, now's the time to use it.
(09:05):
They can be really useful in helping manage your emotions and really talking
through those emotions with you.
This is also an important stage to lean on your inner circle,
your support network, and really talk it out as much as you can.
As I mentioned earlier, redundancies are sadly so common, so perhaps there is
(09:26):
someone you can speak to who is in a similar position that might have some helpful
tips during this transition period.
It's okay to feel angry and disappointed about the situation,
but my strong advice here is to check your behaviour about as you don't want
to tarnish your reputation, even though the redundancy is unfair and not your fault.
(09:48):
The other thing I just wanted to mention around support is if you're someone
that's supporting someone through a redundancy, whether you're the manager,
a colleague, a friend, it's really important not to say that you understand
how someone's feeling during a redundancy.
It might be coming from a really good place and good intent,
(10:10):
but the reality is the impact of a redundancy is so personal that you literally
can't understand what someone's going through.
So this can actually be more of a hindrance.
So rather than saying things like that, just be an ear and a support for them during this time.
(10:31):
After your anger has subsided, you may experience a third stage of bargaining.
You might start bargaining with yourself or the organisation thinking that there's
still hope to keep your job.
For example, you might offer to work for less money or reduce benefits because
having a job is more important to you.
But unfortunately, the decision is always final.
(10:54):
And at this stage, having these conversations tend to be a bit of a lost cause, unfortunately.
Of course, there might be redeployment opportunities, for example,
a different role in the same company that you may have skills to perform.
But the reality is that during the redundancy analysis,
these opportunities would have been known to your employer and you would have
(11:18):
either been placed in that role directly or roles would have been brought to
your attention or you may have been referred to the talent acquisition or recruitment team.
There's no harm exploring other opportunities internally, but the key thing
here is to know that the role you are performing is no longer required and you
(11:38):
just can't get your job back.
It might also be bargaining with yourself. An example of that might be believing
that if you had time to develop a specific capability or skill set,
you may have not put yourself in this situation and you may still have your job.
It might be also instances where you feel you didn't get enough support and
if you did get the expected support, you would be able to keep your job.
(12:02):
Unfortunately, again, this is a final decision, so there's nothing you can do
to get your job back. In this bargaining stage, it's really important to try
and let go and look to the future.
Letting go will open you up to other opportunities that may have never presented
themselves if this redundancy didn't occur.
(12:22):
Once you realize your anger and your bargaining tactics didn't quite work,
you may slip into the fourth stage of depression.
This might sound a little bit dark, but it's actually a sign of progress as
it means you're starting to accept the redundancy situation.
You may be feeling sad and grieving the loss of your job,
(12:42):
working with your colleagues and seeing them every day, being a part of the
organization you work for and perhaps starting to wonder what's next for you
or whether you'll be able to get a similar job.
It might also impact your confidence as well.
It's really important here to remember that it's normal to grieve a lot even
(13:04):
if it is a job so accepting the sadness is just a normal part of this process.
Give yourself as much time as you you need. One tip I was given was to focus
on your passions and your hobbies or even a side hustle that you might have
been considering but you just didn't have the time to do as spending some time
(13:25):
doing the things that you enjoy might just get you through.
The other important thing is that although your job or role may have felt like
such a significant part of your identity, it's important to remember that the
job doesn't define you and you can absolutely rebuild yourself again.
Don't feel shame to reach out for help as well as EAP or other counselling services
(13:49):
that I mentioned before.
Talking to someone independently might really help and sometimes it can be quite
hard to talk to family members.
So again, this might be a really good option for you.
The last and final stage is acceptance, where you finally accepted that the
redundancy was not your fault.
(14:12):
You've accepted that you've lost your job and you're ready to move on to the
next stage of your career.
If your organisation has provided you with what's called outplacement support,
this is a good time to speak to an outplacement consultant who can help define
your job search or even a career change.
This is also when it's important. on its network, remember that the redundancy
(14:35):
doesn't define you or your capability, and most people understand that.
I've seen a lot of people lately on LinkedIn be bold and brave to post that
they've been made redundant and looking to network and work again.
I really commend these people that put themselves out there in tough times to get back on their feet.
It signifies a lot of courage, and again, I really admire that.
(15:02):
LinkedIn just shows that it can be a powerful tool for networking and job opportunities.
So going through those five stages of grief that you might experience during a redundancy.
This is a good tool because it provides awareness of what's to come and how
to position yourself and regulate your emotions as best as you can during this tough time.
(15:25):
Remember to stay positive and don't burn any bridges because networks are important
and especially now because we're in such a connected world these days so your
reputation really matters.
Sometimes losing a job can open up new opportunities as I mentioned and I used to love hearing that,
conversations that I'd have with former employees and being able to use the
(15:51):
redundancy as a positive and being able to find a job in a different industry
or a job that was a promotion or a step up from what they were doing.
Redundancies don't have to be a negative thing as it can open up doors as well,
even though it might not seem obvious at the time.
It can get a little bit comfortable doing the same role and working for the
(16:15):
same organization for many years.
So it could just be the nudge that you didn't think you needed.
So again, there is some positive aspects to being made redundant. And I do see that.
I wanted to call out the survivors now, which what I call the people that have survived a redundancy.
(16:36):
Although there might be a sense of relief for these people that they've survived
a round of redundancies, they might still be feeling a little bit insecure about
their job security and feeling anxious about whether or not they're going to be next.
Also, with organisational restructures, especially if it's cost-driven,
it's likely that the overflow of some work is going to be taken by others on
(17:02):
top of their workload when they're already at capacity.
I really feel for staff in this situation and so it's important for senior leaders
and and HR teams to be aware of that, not just in the aftermath of a redundancy
and organisational change,
but really reviewing this in that stage when you're considering these organisational
structural changes and redundancies.
(17:25):
Redundancies come at a huge cost, not just the severance and separation payments
that employers need to pay out as a result of redundancies, but also the cost
of productivity, morale, and engagement of the remaining staff.
There's also an outflow of significant organisational knowledge,
which is really hard to retain and get back.
(17:47):
It's critical senior leaders and HR teams who are considering these changes
to have the best insights into these impacts and to ensure that redundancy should
be carried out only if they're absolutely necessary to be able to sustain the
sustainability of the business long term,
not just to manage short-term costs, constraints and budgets.
(18:08):
It's absolutely important that they look at this.
Everyone's situation is very different and personal. So, how you experience
in redundancy and what support you need will vary from person to person.
But I thought I'd leave you with some high-level considerations apart from the
emotional sides of things that I've spoken about with the five stages of grief
(18:30):
that you might experience to get you back on track.
The first typical consideration is around the financial implications. applications.
Now, I need to disclose here that I'm not a financial adviser and nor do I intend
to give any financial advice.
But what I observe most of the time is for a lot of people that the financial
(18:53):
impact of a job loss creates the most stress.
And it can also drive some behaviours that we see in those five emotional stages
that you go through during a redundancy.
If you're feeling the financial stress,
I would encourage you to get financial advice as the financial advisers may
(19:14):
be able to give you some really good customized advice to get you through this period.
The other two tips I have been given on the financial side of things is it's
important to try and save a few months of income so it can just cushion the
blow if you are unexpectedly put into a situation where you lose your job.
(19:36):
Now, you're probably thinking in the current environment where we're talking
about inflation, cost constraints, increased cost of living,
it's getting harder and harder to save.
But what I will strongly suggest is during an economic downturn,
there's more likelihood of job impact.
(19:59):
So this is a really important time to start thinking about that.
The other tip in relation to saving is perhaps looking at your expenses and
making some tough calls about what you absolutely need versus nice to have.
I personally have been making some small trade-offs in terms of my spending
(20:20):
habits and perhaps you can look at that and get some quick wins as well.
It could be also things like delaying that holiday or delaying that purchase
of that branded handbag that you've been thinking about buying for now.
It might seem tough at the time, but it might absolutely save you and reduce
your stress if you're put into this situation unexpectedly.
(20:43):
The second tip, and I've talked about it throughout the episode,
is the power of networking.
There's several reasons why I think it's important when it comes to a redundancy situation.
First, networks can help you find your next job.
If you're a known quantity or there's someone that can really vouch for your skills and attitude,
(21:04):
you might just get that leg up, especially currently where there are so many
people out there looking for jobs and the competition is fierce to find a job.
LinkedIn can be grateful for this and although it might feel daunting to reach
out to someone because it feels a bit like a cold call, you'd be surprised by the help you can get.
(21:24):
You're not a failure if you ask for help.
Many people out there want to help because they want you to do well but perhaps
they've been in a similar situation and they want to pay it forward from the time someone help them.
Networking can also be really pivotal when it comes to thinking about career broadly.
So you might be considering, especially if the redundancy and the organisational
(21:51):
change was in relation to capability and changing requirements around capability.
This might be a really good time to explore talking to different people that
have different subject matter expertise in a particular area that you want to explore.
They might have some tips in terms of the career path they've taken to get where they are.
(22:14):
So again, talking to people about that more broadly can be really,
really pivotal and important for you.
The last tip around networking is to scope out recruitment agencies.
Now, if you're a little bit like me, I tend to have a love-hate relationship
with recruitment agencies, especially being in HR.
(22:35):
But the reality is recruitment agencies can be hugely beneficial,
especially if there's one that specialises in your field, because not only can
they help you find your next job, but they've got their finger on the pulse
in terms of what the market's doing.
So they can really give you some valuable insights about what the market situation
(22:58):
is, what capabilities employees are looking for, so you can position yourself as best as you can.
I hope you found these insights and tips useful. If you're currently looking
for a job following a redundancy,
I want you to stay positive and remind you that this is not your fault and that
there can be an amazing opportunity for you around the corner.
(23:20):
I wanted to end this episode by leaving you with an anecdote.
I was talking to a family member who is also a loyal listener of the podcast
and something she said really struck me.
We weren't talking about redundancies or careers as such, but we were just talking
generally about having good days and bad days.
And I'm paraphrasing it here, but she said that when she is having a tough time,
(23:45):
what keeps her going is knowing that things will change and things can change for the better.
I don't think I articulated it as eloquently as she did, but having this mantra
or mindset that things can really turn around can help you in a redundancy situation.
I wish you all the best if you are going through this situation right now and
(24:06):
that there is light on the other side.
Remember when I mentioned at the beginning of the episode that it was rainy and miserable outside?
Well, now as I finish this episode or recording this episode,
I'm looking outside and ironically the rain has stopped and the sun's now appeared.
Perhaps it's a good omen and metaphor to remind us that redundancies may start
(24:28):
as a rainstorm, but the sun will always appear and things can be bright again.
Thank you for listening and until next time, stay safe and well.
Music.
Social Enterprise would like to acknowledge the traditional owners of this land
where this podcast will be recorded and pay respects to the elders past and present.
We also want to celebrate the ongoing culture, connections and the storytelling
practices that is very much part of the Aboriginal and Torres Strait Islanders tradition.
(00:21):
Welcome to Social Enterprise.
Music.
(00:45):
Hello listeners hope you're doing well as I record this episode from Cammeraygal
land in Sydney it's a dreary and rainy day outside although I'm still grateful
that I can still record this episode, even if it is miserable and cold outside.
I hope the sun is shining where you're listening from, and if it's not,
(01:06):
the sun will grace itself at its presence soon.
For this episode, I thought I'd address the unpopular yet important topic of
redundancies and how to survive a redundancy.
As a result of coming out of COVID and the economic downturn that we're all
probably experiencing,
(01:26):
many large successful large tech on financial services firms have recently announced
over the last 6 to 12 months, organisational changes which have resulted in
a large volume of redundancies and layoffs.
I've also experienced myself over the last several months that every second
or third person I speak to have either been made redundant themselves.
(01:50):
Know someone that has been made
redundant or has survived a round of redundancies in their organisation.
Unfortunately, I'm sensing that this is just going to continue.
So I thought I'd talk about providing some tips on what I've observed as a HR
professional professional, but also being made redundant myself.
(02:10):
I know what helped during the time I was made redundant, which might be helpful to you.
I also predict that the majority of workers will be made redundant in their
working lifetime or career at least once.
So even though you might not be impacted right now, you're bound to have a friend,
(02:32):
colleague, family member go through it, or even experience it yourself, as I mentioned.
So in simple terms, what is a redundancy and what does it mean to be made redundant?
The technical definition is when an employer decides they no longer need the
job or a role to be performed.
(02:52):
This could be a result of a change in directional strategy with the business
due to responding to external impacts.
It could be a result of cost reduction or in some cases it occurs when the employer
becomes insolvent or bankrupt.
You may have noticed that I talk about the role and the job being performed,
(03:12):
not the person or the incumbent performing the role.
The first important point I want to make for those that have been made redundant
is that it's not your fault.
It might feel really personal, but it's not your fault.
I can tell you that for majority of organisations,
the last resort is making roles redundant and these decisions are not taken
(03:36):
lightly and there is a lot of effort to consult behind closed doors and to review
and analyze whether a redundancy situation is absolutely necessary.
Now, I'm not saying this to provide words of comfort because quite frankly,
redundancies and layoffs absolutely suck.
In my HR profession, I've been the one many times to tell people that their
(04:03):
role have been made redundant.
And I can say hands down that that's the worst part of my job.
It's an important role to play, but it's definitely the worst part of my job
and I hate it when I'm in that situation.
It's difficult for everyone that's involved. And as I mentioned,
I can also empathize because I have been on the receiving end of redundancy.
(04:26):
And if you are in a redundancy situation yourself, it's so normal to feel disappointed
disappointed angry a sense of loss and go through a whirlwind of emotions.
My observation is perhaps the reason why it hits us so hard is it's almost similar
to an intimate relationship ending, whether you saw the writing on the wall
(04:51):
or it came at an utter shock.
Many people spend a lot of time at work, build close bonds with their colleagues
and really take pride in their profession.
Work can become such a large part of someone's identity. So to have that ripped
away from you can really hurt and it can be really hard to overcome.
(05:12):
But there is a silver lining. It might not seem like it with all the emotions
that you might be feeling during a redundancy.
But what I want to help my listeners understand is that you can get through
it and it could even lead to an opportunity that you never thought would present itself.
I tend to have an optimistic outlook generally, even in tough times.
(05:35):
So I'm hoping that some of this energy that I can convey, exert can rub off
with some tips I can share based on my experience, both as a HR professional,
but also someone being impacted.
So I mentioned that based on my observation, a redundancy is a bit like a relationship ending.
And technically, it is the employment relationship ending unilaterally.
(05:59):
Naturally, there are emotions and the mental aspect of it. So it's important
for you to understand what you're
experiencing emotionally and mentally so you're aware of what's to come.
I don't want to get too technical here, but in some jurisdictions,
such as Indonesia and Japan, redundancies exist.
(06:20):
But instead of it being a unilateral decision, it actually has to be a mutual separation.
And these situations can get very tricky, but it's really important that both
parties can try to mutually agree to a separation as much as possible.
Otherwise, it can go on and have really negative impacts on both parties.
(06:44):
I want to introduce you to the five stages of grief that you may experience during a redundancy.
You can apply this to leaving a job even if it wasn't a redundancy per se.
The first stage is denial.
Perhaps this is also amplified in the way the news is delivered to the impacted person.
Usually this happens by getting a call to a meeting unexpectedly with your manager
(07:10):
or a town hall with an ambiguous subject on the invite, such as "Business update" or "Catch-up".
The meeting will have your manager or department head with someone from HR,
and the conversation, when it happens, tends to be short, structured, and a matter of fact.
And in most jurisdictions, this is the start of some sort of consultation process.
(07:33):
You're probably thinking to yourself, did I hear that right?
Is this really happening? The meeting might feel very impersonal,
but the objective really here is to convey that the role has been impacted and
will be made redundant, but it also allows you some time for the news to sink in.
It's only natural for someone to go through all sorts of scenarios in their
(07:56):
head and ask, why me? Why now?
Is there any way this could have been avoided? Is this decision really final?
Whether you suspect that this may have been coming or not, everyone goes through
this stage, but some may move through it quickly compared to others.
Once the news and the situation that you've lost your job has sunk in,
(08:18):
it's normal to feel angry, which leads to the second stage of anger.
Although it's completely normal to feel an emotional response,
this is probably a key stage that you want to be the most self-aware of your own behaviour.
You may feel anger towards your manager, HR, your colleagues,
(08:39):
your family, but it's incredibly important that you try and regulate your emotions
as much as you can to ensure that you don't impact any of your relationships or your reputation.
Many organisations offer what's called EAP or Employment Assistance Programme,
which is an anonymous counselling service.
So if you've never used it and your company offers it, now's the time to use it.
(09:05):
They can be really useful in helping manage your emotions and really talking
through those emotions with you.
This is also an important stage to lean on your inner circle,
your support network, and really talk it out as much as you can.
As I mentioned earlier, redundancies are sadly so common, so perhaps there is
(09:26):
someone you can speak to who is in a similar position that might have some helpful
tips during this transition period.
It's okay to feel angry and disappointed about the situation,
but my strong advice here is to check your behaviour about as you don't want
to tarnish your reputation, even though the redundancy is unfair and not your fault.
(09:48):
The other thing I just wanted to mention around support is if you're someone
that's supporting someone through a redundancy, whether you're the manager,
a colleague, a friend, it's really important not to say that you understand
how someone's feeling during a redundancy.
It might be coming from a really good place and good intent,
(10:10):
but the reality is the impact of a redundancy is so personal that you literally
can't understand what someone's going through.
So this can actually be more of a hindrance.
So rather than saying things like that, just be an ear and a support for them during this time.
(10:31):
After your anger has subsided, you may experience a third stage of bargaining.
You might start bargaining with yourself or the organisation thinking that there's
still hope to keep your job.
For example, you might offer to work for less money or reduce benefits because
having a job is more important to you.
But unfortunately, the decision is always final.
(10:54):
And at this stage, having these conversations tend to be a bit of a lost cause, unfortunately.
Of course, there might be redeployment opportunities, for example,
a different role in the same company that you may have skills to perform.
But the reality is that during the redundancy analysis,
these opportunities would have been known to your employer and you would have
(11:18):
either been placed in that role directly or roles would have been brought to
your attention or you may have been referred to the talent acquisition or recruitment team.
There's no harm exploring other opportunities internally, but the key thing
here is to know that the role you are performing is no longer required and you
(11:38):
just can't get your job back.
It might also be bargaining with yourself. An example of that might be believing
that if you had time to develop a specific capability or skill set,
you may have not put yourself in this situation and you may still have your job.
It might be also instances where you feel you didn't get enough support and
if you did get the expected support, you would be able to keep your job.
(12:02):
Unfortunately, again, this is a final decision, so there's nothing you can do
to get your job back. In this bargaining stage, it's really important to try
and let go and look to the future.
Letting go will open you up to other opportunities that may have never presented
themselves if this redundancy didn't occur.
(12:22):
Once you realize your anger and your bargaining tactics didn't quite work,
you may slip into the fourth stage of depression.
This might sound a little bit dark, but it's actually a sign of progress as
it means you're starting to accept the redundancy situation.
You may be feeling sad and grieving the loss of your job,
(12:42):
working with your colleagues and seeing them every day, being a part of the
organization you work for and perhaps starting to wonder what's next for you
or whether you'll be able to get a similar job.
It might also impact your confidence as well.
It's really important here to remember that it's normal to grieve a lot even
(13:04):
if it is a job so accepting the sadness is just a normal part of this process.
Give yourself as much time as you you need. One tip I was given was to focus
on your passions and your hobbies or even a side hustle that you might have
been considering but you just didn't have the time to do as spending some time
(13:25):
doing the things that you enjoy might just get you through.
The other important thing is that although your job or role may have felt like
such a significant part of your identity, it's important to remember that the
job doesn't define you and you can absolutely rebuild yourself again.
Don't feel shame to reach out for help as well as EAP or other counselling services
(13:49):
that I mentioned before.
Talking to someone independently might really help and sometimes it can be quite
hard to talk to family members.
So again, this might be a really good option for you.
The last and final stage is acceptance, where you finally accepted that the
redundancy was not your fault.
(14:12):
You've accepted that you've lost your job and you're ready to move on to the
next stage of your career.
If your organisation has provided you with what's called outplacement support,
this is a good time to speak to an outplacement consultant who can help define
your job search or even a career change.
This is also when it's important. on its network, remember that the redundancy
(14:35):
doesn't define you or your capability, and most people understand that.
I've seen a lot of people lately on LinkedIn be bold and brave to post that
they've been made redundant and looking to network and work again.
I really commend these people that put themselves out there in tough times to get back on their feet.
It signifies a lot of courage, and again, I really admire that.
(15:02):
LinkedIn just shows that it can be a powerful tool for networking and job opportunities.
So going through those five stages of grief that you might experience during a redundancy.
This is a good tool because it provides awareness of what's to come and how
to position yourself and regulate your emotions as best as you can during this tough time.
(15:25):
Remember to stay positive and don't burn any bridges because networks are important
and especially now because we're in such a connected world these days so your
reputation really matters.
Sometimes losing a job can open up new opportunities as I mentioned and I used to love hearing that,
conversations that I'd have with former employees and being able to use the
(15:51):
redundancy as a positive and being able to find a job in a different industry
or a job that was a promotion or a step up from what they were doing.
Redundancies don't have to be a negative thing as it can open up doors as well,
even though it might not seem obvious at the time.
It can get a little bit comfortable doing the same role and working for the
(16:15):
same organization for many years.
So it could just be the nudge that you didn't think you needed.
So again, there is some positive aspects to being made redundant. And I do see that.
I wanted to call out the survivors now, which what I call the people that have survived a redundancy.
(16:36):
Although there might be a sense of relief for these people that they've survived
a round of redundancies, they might still be feeling a little bit insecure about
their job security and feeling anxious about whether or not they're going to be next.
Also, with organisational restructures, especially if it's cost-driven,
it's likely that the overflow of some work is going to be taken by others on
(17:02):
top of their workload when they're already at capacity.
I really feel for staff in this situation and so it's important for senior leaders
and and HR teams to be aware of that, not just in the aftermath of a redundancy
and organisational change,
but really reviewing this in that stage when you're considering these organisational
structural changes and redundancies.
(17:25):
Redundancies come at a huge cost, not just the severance and separation payments
that employers need to pay out as a result of redundancies, but also the cost
of productivity, morale, and engagement of the remaining staff.
There's also an outflow of significant organisational knowledge,
which is really hard to retain and get back.
(17:47):
It's critical senior leaders and HR teams who are considering these changes
to have the best insights into these impacts and to ensure that redundancy should
be carried out only if they're absolutely necessary to be able to sustain the
sustainability of the business long term,
not just to manage short-term costs, constraints and budgets.
(18:08):
It's absolutely important that they look at this.
Everyone's situation is very different and personal. So, how you experience
in redundancy and what support you need will vary from person to person.
But I thought I'd leave you with some high-level considerations apart from the
emotional sides of things that I've spoken about with the five stages of grief
(18:30):
that you might experience to get you back on track.
The first typical consideration is around the financial implications. applications.
Now, I need to disclose here that I'm not a financial adviser and nor do I intend
to give any financial advice.
But what I observe most of the time is for a lot of people that the financial
(18:53):
impact of a job loss creates the most stress.
And it can also drive some behaviours that we see in those five emotional stages
that you go through during a redundancy.
If you're feeling the financial stress,
I would encourage you to get financial advice as the financial advisers may
(19:14):
be able to give you some really good customized advice to get you through this period.
The other two tips I have been given on the financial side of things is it's
important to try and save a few months of income so it can just cushion the
blow if you are unexpectedly put into a situation where you lose your job.
(19:36):
Now, you're probably thinking in the current environment where we're talking
about inflation, cost constraints, increased cost of living,
it's getting harder and harder to save.
But what I will strongly suggest is during an economic downturn,
there's more likelihood of job impact.
(19:59):
So this is a really important time to start thinking about that.
The other tip in relation to saving is perhaps looking at your expenses and
making some tough calls about what you absolutely need versus nice to have.
I personally have been making some small trade-offs in terms of my spending
(20:20):
habits and perhaps you can look at that and get some quick wins as well.
It could be also things like delaying that holiday or delaying that purchase
of that branded handbag that you've been thinking about buying for now.
It might seem tough at the time, but it might absolutely save you and reduce
your stress if you're put into this situation unexpectedly.
(20:43):
The second tip, and I've talked about it throughout the episode,
is the power of networking.
There's several reasons why I think it's important when it comes to a redundancy situation.
First, networks can help you find your next job.
If you're a known quantity or there's someone that can really vouch for your skills and attitude,
(21:04):
you might just get that leg up, especially currently where there are so many
people out there looking for jobs and the competition is fierce to find a job.
LinkedIn can be grateful for this and although it might feel daunting to reach
out to someone because it feels a bit like a cold call, you'd be surprised by the help you can get.
(21:24):
You're not a failure if you ask for help.
Many people out there want to help because they want you to do well but perhaps
they've been in a similar situation and they want to pay it forward from the time someone help them.
Networking can also be really pivotal when it comes to thinking about career broadly.
So you might be considering, especially if the redundancy and the organisational
(21:51):
change was in relation to capability and changing requirements around capability.
This might be a really good time to explore talking to different people that
have different subject matter expertise in a particular area that you want to explore.
They might have some tips in terms of the career path they've taken to get where they are.
(22:14):
So again, talking to people about that more broadly can be really,
really pivotal and important for you.
The last tip around networking is to scope out recruitment agencies.
Now, if you're a little bit like me, I tend to have a love-hate relationship
with recruitment agencies, especially being in HR.
(22:35):
But the reality is recruitment agencies can be hugely beneficial,
especially if there's one that specialises in your field, because not only can
they help you find your next job, but they've got their finger on the pulse
in terms of what the market's doing.
So they can really give you some valuable insights about what the market situation
(22:58):
is, what capabilities employees are looking for, so you can position yourself as best as you can.
I hope you found these insights and tips useful. If you're currently looking
for a job following a redundancy,
I want you to stay positive and remind you that this is not your fault and that
there can be an amazing opportunity for you around the corner.
(23:20):
I wanted to end this episode by leaving you with an anecdote.
I was talking to a family member who is also a loyal listener of the podcast
and something she said really struck me.
We weren't talking about redundancies or careers as such, but we were just talking
generally about having good days and bad days.
And I'm paraphrasing it here, but she said that when she is having a tough time,
(23:45):
what keeps her going is knowing that things will change and things can change for the better.
I don't think I articulated it as eloquently as she did, but having this mantra
or mindset that things can really turn around can help you in a redundancy situation.
I wish you all the best if you are going through this situation right now and
(24:06):
that there is light on the other side.
Remember when I mentioned at the beginning of the episode that it was rainy and miserable outside?
Well, now as I finish this episode or recording this episode,
I'm looking outside and ironically the rain has stopped and the sun's now appeared.
Perhaps it's a good omen and metaphor to remind us that redundancies may start
(24:28):
as a rainstorm, but the sun will always appear and things can be bright again.
Thank you for listening and until next time, stay safe and well.
Music.
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