Redundancy Conversations for Managers Workshop

Compassionate and compliant redundancy conversations

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Workshop Overview

  • Structure the conversation for clarity of message
  • Maintain trust throughout the process
  • Conduct adult conversations which don't sugarcoat tough messages
  • Be in control of your emotions so that you are authentic & compassionate
  • Follow the spirit of the law; not just the letter of the law
  • Handle the emotional consequence of redundancy – fear & anxiety – with kindness
  • Manage guilt, burnout and possible disengagement by redundancy survivors
  • Learn how to take care of yourself during the process.

This Workshop is for you if:

You are a line manager conducting a redundancy conversation

You are a HR Manager supporting a line manager

You recognise that a redundancy conversation is more than the legal process

This Workshop isn't for you if:

You are looking for support on complex legal questions for specific cases

You are only worried about the legal process and aren't worried about getting it right for the person involved

What will you learn?

Session 1 – The Emotional Rollercoaster

  • Understand what is happening emotionally for you as the deliverer of bad news.
  • Understand what is happening emotionally for the recipient of the bad news.
  • Put yourself in the best position to support your colleague emotionally.

Session 2 – Trust is the real litmus test of success

  • Why maintaining and building trust during the process is crucial.
  • Learn what behaviours will build trust in this difficult situation.
  • Leave your colleagues feeling cared for, valued and with a sense of fairness.

Session 3 – Legal Overview

  • As a manager what do you need to know to ensure you are being compliant and legal? 
  • How does this look if you need to manage the process virtually?

Session 4 – Structuring the consultation process

  • How to structure the process and conversations so that a clear message is delivered.
  • Collective agreements v individual agreements.

Session 5 – Communicating with those not directly affected

  • Handling survivor syndrome and the desire to see others treated well.
  • What message do you want people to have?

Session 6 – Next steps

  • Next steps and actions

This course is available in these formats………….

Face to Face sessions

1:1 coaching face to face

Virtual Webinar

1:1 coaching virtually

How to persuade your boss this is a good idea:

Research shows that when managers receive redundancy conversation training it benefits the manager, the receiver of the redundancy news, and the organisation.

Skilled managers who can deliver a clear message in a compassionate way will feel less anxious about the conversation and will handle the conversation is a more resourceful and kinder way.

Unskilled managers often suffer physical and emotional problems following a redundancy programme.  The impact on them of having to deliver bad news is as painful as on those receiving it.

Colleagues receiving a message from a skilled manager,  are more likely to feel that they are being dealt with fairly.  Of course, there are going to be feelings of fear and anxiety.  However,  a quality conversation is likely to limit the negative responses and the threat of bad reputations and legal action.

Redundancy conversations will always be difficult, but organisations who train their managers set themselves apart and provide a process where trust is valued, options explored and a positive relationship is maintained.

Key Blog Topics

What do people say about us?

Fuller Andrea

Test6

Angela has the fantastic ability to get under the skin of a team and understand their needs. This enables her to deliver a tailor-made learning solution which adds genuine value and benefit to the team, enabling them to move forward with clear direction and vision. I would highly recommend Angela to deliver the perfect training package to meet your development need and enhance team performance.

Andrea Fuller

HR Manager

Jo Mead

Test5

Angela's course design and delivery is always clear and makes learning enjoyable and easy. Her training materials during the training and support afterwards provide great insight in the subject. She works hard to ensure learning's are applied back into the workplace and finding ways for delegates to increase their accountability. Angela is an insightful and energetic trainer and I hope to work with her again in the future.

Jo Mead

Demand Planning Manager

Emily

Test4

Angela is one of the best trainers I have ever worked with. She uses a great mixture of science, theory, practical exercises and electronic applications to keep the audience engaged throughout any of her courses. She has a great skill at listening to an individual’s input, but still keeping to topic and to time. One of Angela’s greatest skills is building training material specific to a team’s needs, but aligning to wider business strategies and using expert views to deliver material that is well thought through and validated.

EMILY WOOTTON

Tesco Customer controller

Laura Mulholland

Test3

Angela has delivered many development programmes to our managers at Allied Bakeries and the feedback is always excellent. Her key strength is in her ability to relate, both to a diverse group of management and to tailor learning to the workplace making it relevant and insightful. She builds confidence in front line managers and creates a safe environment for people to try out new skills. The benefits can be seen in our manager’s capability improvement across the areas she has worked with us on which include Managing Performance, Coaching and Presentation Skills.

LAURA MULLHOLLAND

HR Manager

Test 1

The training help my colleagues and achieve personal growth which has in turn improved organisation capability.

DIANNE MCDONALD | HR MANAGER, ALLIED BACKRIES

Test 2

The training help my colleagues and achieve personal growth which has in turn improved organisation capability.

DIANNE MCDONALD | HR MANAGER, ALLIED BACKRIES

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