Redundancy Done Right: Why the Human Element Matters
- Sarah Bryer
- Apr 2
- 3 min read
“I’m losing my job, and I finish in two weeks. The worst part? People I’ve worked with for two decades—people who used to ask about my kids—are now ignoring me.”
Redundancy. It’s one of the toughest challenges a person can face in their career. But it’s not just the loss of a job that hurts—it’s the way people respond, or fail to respond, that leaves the deepest scars.
The truth is, most organisations don’t handle redundancy well. Sure, they might offer a decent severance package, outplacement services, or a “golden goodbye.” But when it comes to the human side of redundancy? That’s where they fall short.
The Emotional Impact of Redundancy
When someone is made redundant, they’re not just losing a job—they’re losing a part of their identity. For many, their workplace is like a second home. Colleagues become friends, even family.
So, when those same colleagues suddenly stop acknowledging them, it feels like a double blow. Why does this happen?
Fear of Saying the Wrong Thing: People worry they’ll upset their colleague or make things worse, so they say nothing at all.
Awkwardness Around Change: It’s easier to avoid the topic than confront the uncomfortable reality of redundancy.
Misguided Professionalism: Some believe that keeping things “strictly professional” is the best approach, but this often comes across as cold and uncaring.
How Poor Redundancy Handling Hurts Your Business
When organisations fail to support employees through redundancy, the consequences go far beyond hurt feelings.
Damaged Reputation: Employees who feel unsupported are more likely to speak negatively about the company, both publicly and privately.
Low Morale Among Remaining Staff: Watching a colleague be treated poorly can leave other employees feeling disillusioned and anxious about their own futures.
Missed Opportunities: A former employee who feels valued is more likely to recommend your business, even after leaving.
How to Handle Redundancy with Empathy
If your organisation is facing redundancies, here’s how you can ensure your employees feel valued and supported during this difficult time:
1. Open Communication
Don’t let fear of saying the wrong thing paralyse you into silence. It’s okay to ask someone how they’re feeling or to acknowledge the situation. A simple, “I’m so sorry this is happening to you,” can mean the world.
2. Offer Personalised Support
Beyond severance packages, consider offering tailored support like career coaching or LinkedIn recommendations. These small gestures can make a big difference.
3. Train Your Managers
Most managers aren’t equipped to handle redundancies. Provide them with training on how to communicate with empathy and guide their teams through the process.
4. Focus on the Human Element
Treat your employees like the valued team members they are, not like liabilities. A kind word, a handshake, or even a hug can go a long way in making someone feel appreciated.
5. Create a Positive Exit Experience
When employees leave your business, they should feel proud of their time there—even if it ended in redundancy. Support them in their transition and show genuine gratitude for their contributions.
Why Empathy Matters in Redundancy
Redundancy is never easy, but how you handle it can make all the difference. When employees feel supported, they’re more likely to leave with their dignity intact—and to speak positively about your company in the future.
I specialise in helping organisations navigate redundancies with empathy and care. From training managers to providing career coaching for employees, I’m here to help you do redundancy the right way.
Let’s Work Together
If your organisation is preparing for redundancies and you want to ensure your employees feel valued and supported, get in touch today.
💡 Book a free discovery call to discuss how I can help your managers and teams navigate this challenging time with confidence and compassion.
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