You are in a team with strong values, working hard to deliver what the customer wants, to a high quality, on time and with in budget. You support each other when there is an urgent piece of work or when the work load is high.

The out of the blue, redundancies are being announced. What! Panic sets in, you are all expected to continue work and deliver as normal.

If the redundancy is managed properly the team will be well informed as to why there are redundancies, what the process is and are encouraged to express the impact this is having on them and the team as the whole.

When one or more of the team are made redundant

It is difficult when one or more of the team are made redundant. Some of the questions those remaining ask are:

• What is going to happen to the workload?
• Who is going to do their work?
• Are the rest of us secure?
• Who is going to fill the gap created by our team members leaving?
• Are we merging with another team?
• Will we get training to do any new work?

All of these are really good questions and a well-run redundancy programme will provide the answers. You may even be asked for your thoughts and suggestions. Make sure you use your voice. If you are not asked, make suggestions in a positive, none blaming way.

Often those behind can feel “guilty”

Why them and not me? Team meetings involving both those leaving and those staying can be uncomfortable with those leaving being reluctant to share where they are with their work, the solutions they have designed. This staying behind may be desperate to extract as much information as possible before their team members leave.

It is important that those remaining work together to rebuild themselves as a team going through forming, storming, norming, performing, adjourning process. Visit the:

• Team charter, vision and tweak as necessary
• Skills matric and highlight any that are missing within the team
• Team Behaviours to ensure they are aligned with your values
• Agree how to support each other when the work load increases or when there is an emergency.
• Keep talking to each other.

Ask yourself

What has the impact of the redundancy had on them? What has happened to their performance and motivation? How are people handling the increased workload? What would help to settle people back into their roles?

Thank you for reading this blog. If this blog resonates with you or someone you know, and you would like more information or to get in touch, please fill in the contact sheet.

If this blog resonates with you or someone you know, and you would like more information or to get in touch, please fill in the contact sheet.

Thank you for reading this blog – Building up those left behind. If you would like more information or to get in touch, please fill in the contact form.