Redundancy Conversations for Managers Workshop
Compliant redundancy conversations with compassion at their core
Get regular tips on how to manage your redundancy process
You will learn to:
- Conduct adult conversations that don't sugarcoat tough messages
- Control your emotions when things get tough
- Make your message clear but present it with compassion
- Maintain trust throughout the process
- Follow the spirit of the law; not just the letter of it
- Handle the inevitable fear and anxiety of redundancy with kindness
- Manage guilt, burnout and disengagement by redundancy survivors
- Learn how to take care of yourself throughout the process.
This Workshop is for you if:
You recognise that a redundancy conversation is more than the legal process
You want to support outgoing colleagues through a stressful time
You care about the wellbeing and performance of your colleagues that remain in post.
This Workshop isn't for you if:
You need answers to complex legal questions for specific cases
You're only concerned about the legalities of the redundancy process
You can't see why the people you don't make redundant could be suffering too
The 6 Sessions
Session 1 – The Emotional Rollercoaster
Redundancy is an emotional rollercoaster for you and your people. Before you're able to tackle the challenges of a redundancy process you need to know how it's going to affect everyone emotionally and what to do about it. This puts you in the best frame of mind to support your colleagues (and yourself) through the challenges ahead.
Session 2 – Trust is the real litmus test of success
Trust matters. Without it, your redundancy process will likely face accusations of unfairness and your people won't feel cared for. This is bad for your organisation, the people leaving, and those left behind. In this session, you'll learn how to build and maintain trust throughout your redundancy process. You'll learn how to put your people first and leave them feeling supported and valued, no matter the outcome.
Session 3 – Legal Overview
Building trust and approaching redundancy with compassion is critical. However, if your process isn't legal, all the kindness in the world isn't much of a defence at a tribunal. You'll discover what you need to know to be compliant and how our new, virtual world might change things.
Session 4 – Structuring the consultation process
Redundancy processes represent uncertain times for everyone in your organisation. Clarity is the only cure. You'll learn how to structure your redundancy process to deliver a clear and consistent message to all parties. We'll also look at collective and individual agreements so you're equipped to craft a transparent process that's right for your organisation.
Session 5 – Communicating with those not directly affected
It's easy to forget those people who are left behind. However, if you neglect their needs, your team and organisation will suffer. Dissatisfaction will take root, people will fear for the security of their role, and productivity will fall. You'll learn how to handle this 'survivor syndrome'. You'll also learn how you treat your leavers impacts the people that remain, and what it says about you and your organisation.
Session 6 – Next steps
You'll discover how to apply what you've learned to your organisation with clear, actionable next steps.
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.
As a skilled manager you'll be equipped to deliver a clear message in a compassionate way. As a result, you'll feel less anxious about the conversation so be better placed to handle it in a more resourceful, kinder way.
By contrast, unskilled managers often suffer physical and emotional problems following a redundancy program. Delivering bad news hurts them just as much as the one receiving it.
If your people go through a redundancy process lead by a skilled manager, they’re more likely to feel that they’re being dealt with fairly. Naturally, your colleagues will be scared and anxious. However, a quality conversation can soothe frayed nerves and help them respond better to bad news.
Redundancy conversations will always be difficult, but organisations that properly train their managers to deal with them are a cut above the rest.
How we treat the people we let go is a true measure of our core values.
Delivering a redundancy process where trust is maintained, clarity is championed and all options explored will benefit you and your people, now and in the future.
Key Blog Topics
Be a friend to feedback
who cares about you enough to provide honest feedback on what are doing right and what needs to be done differently.
Developmental feedback conversations must include guidance on what to do differently.
Everyone experiences developmental feedback at work, whether with their, peers, managers or clients. To make this a le
How to give feedback to a colleague who is always moaning.
Help a colleague to understand the impact of her constant negativity on colleagues.
What do people say about us?
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.
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.
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.
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.
Test 1
The training help my colleagues and achieve personal growth which has in turn improved organisation capability.
Test 2
The training help my colleagues and achieve personal growth which has in turn improved organisation capability.
