That Time I Had to Make Myself Redundant
Before I became self-employed, I had the joyous role as the Head of People and Culture for the newly acquired EMEA branch of a global company. This role brought together so many elements that I was passionate about – creating a workplace culture that genuinely valued what its people had to offer and sought to demonstrate that through behaviour and policies.
I spent 7 months working with a brilliant boss who invested time and mentorship in my own development as we sought to build up the kind of culture we would be proud of and want to work within. It was therefore a sad moment when my day-to-day became more about having consultation and redundancy conversations than launching the brand spanking new people-centred handbook that we’d spent weeks working on.
It gradually became a family joke as to whether I had yet made myself redundant as project after project that had sign off from HQ, got pulled and more people let go. Eventually, that joke became prophecy as I kid you not, after the departure of my boss, I had to send myself my own redundancy letter. Take a moment to imagine receiving a redundancy from yourself – you can only seek to find the humour in moments like these!
To throw into the mix that I was 6 months pregnant, it really was a wild time. And whilst HQ didn’t try to make the journey easier, the behaviour of my boss (before and after she was exited…) did. In these moments of life, you learn what actually matters. It was the human-to-human relationship – no corporate hierarchy, just one person caring for another.
Whilst the experience was unfortunate, I would work with my former boss (and indeed have done since) again and again. I would not however, work for that company. Here’s what I’ve learnt from making myself redundant:
Change and redundancy happens and no matter which side of it you’re on (or if you’re weirdly straddling both like I was…), it’s not great. But treating humans as humans and with kindness makes it a lot better. And if you’ve got it in you, to still see some light, then laughter makes things a lot better. I will dine off my strange scenario forever!
Helping the people you’re letting go of as much as possible, should be a given and not an exception. That doesn’t just mean following protocol and employment law but also being a willing ear, or advocate, or mentor to see someone on their way which can only help them and does no harm to you.
The way a business treats their people on the way out, doesn’t only impact those people. Your remaining employees will see how you treated them, and it will inform their long term commitment and engagement with you. No one wants to think that they could be the next one to be brutally placed on the other side of the employment door, without a second thought.
Providing outplacement support makes a huge difference to the experience of a leaver. At a time where everything becomes uncertain and unstable, to have an impartial person to provide structure, and help to guide and champion their next career move, is invaluable. It can even make them an advocate despite their leaving, which can help with current retention and future recruitment. You might even want that person back one day – but good luck if they were burned on exit.
For me, leaving that joyous role, led to an even more joy-filled move. Being able to support the brilliant businesses out there who want to do great things for their people – both the people staying and the people going.
If you want your business to be a part of this great community, then click here to see how I can help you achieve this and download your free guide to ‘Being a Great Employer During Times of Change’.