Whilst there is a lot of turbulence in the current employment market – and over half of employees expect to be made redundant it is still a difficult message to deliver. How can you support your managers around delivering redundancy and restructuring news? 
Often the main concerns are not so much around the message itself but more the thought of delivering the news. Whilst the current climate means that most people are clear as to reasons why a company may be considering restructuring or redundancy they can still be emotive conversations that are open to misinterpretation or hostile feelings. 
What three things can you do to support your managers during this time? 
1. Help your managers to plan their messages 
Can you help them to plan their conversations? Practice with them the main answers to the key questions that they are most likely to be asked. Make sure that they are clear as to what the company message is and the reasons behind the decisions. Whilst it may seem obvious that COVID 19 is the reason it will help the receivers of the message to understand what differences this has made to your organisation. Their messages need to be succinct without any room for confusion or ambiguity. 
2. Help them to prepare for the emotions that they may encounter 
Some individuals may be relieved as this news could follow months of uncertainty for them, but a negative response is natural to a message relating to change. Empathy has been strong for everyone during furlough and lockdown it is important that your managers show that they understand the impact of the message on individuals and the position that it will leave the employee in. 
3. Offer them time for themselves 
After the message has been delivered ensure that they have the opportunity to talk through these meetings with someone. Find out how they feel about it and any concerns that they may have. This will help them to manage their emotions and reduce any anxieties that they may have as the process continues. 
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