How to tell someone their role is redundant

Delivering the news that someone’s role is redundant is one of the toughest tasks a manager can face. It’s a process fraught with emotional, legal and professional challenges. However while the primary focus is on the employees who lose their jobs, those responsible for communicating the decision also experience significant stress. Making redundancies is about more than following the right procedures – it involves managing emotions on both sides of the desk. 

When there is no other option but redundancies

Companies often have no choice but to downsize during difficult economic periods. According to a 2022 survey by the Australian Bureau of Statistics, 10% of businesses reduced their workforce in the wake of the COVID-19 pandemic. Many companies initially attempt to avoid layoffs by reducing hours or implementing temporary shutdowns, but these measures are not always enough. When faced with continued financial difficulties, businesses are often left with no other option but to make redundancies. Line managers are often tasked with the difficult responsibility of reviewing roles, selecting positions for redundancy and delivering the bad news. 

The emotional toll of redundancy is most often felt by the employee losing their job and income, and understandably so. However, the emotional burden placed on managers should not be underestimated. They are often caught between the business’s need for survival and their personal relationships with their staff. Telling someone their role is redundant is never easy, especially when it’s someone you’ve worked with for years. 

It’s tough to tell someone their role is redundant

Telling a colleague – and in many cases, a friend – that their role is redundant is one of the most emotionally demanding tasks a manager can face. The closer the relationship, the harder it is. You’ve likely spent years working with the person, mentoring them and developing their skills, and sharing both personal and professional moments. They’ve told you about their hopes and concerns, you may have shared yours. Breaking the news that their job is no longer available can feel like a betrayal, especially if you were aware of the redundancy plans long before they were. 

Managers often feel a deep sense of guilt in these situations. Employees may talk excitedly about future plans – a holiday, a new home – unaware that their employment is at risk. Yet, despite the emotional turmoil, as a manager, you are expected to remain calm, professional and composed. You must communicate the decision with empathy and respect, all while keeping the business’s interests in mind. 

Remaining strong under pressure

As a manager, it’s your role to stay composed and provide clear, concise information to the employee during this difficult time despite facing shock, anger and pain as people hear the news. However, it’s not just the employee who is affected – managers experience significant emotional strain as well. A study by the American Psychological Association found that managers tasked with delivering redundancy news reported higher levels of stress and anxiety.   

While you may feel a moral obligation to be the one delivering the news because of your strong bond with your team, it’s important to recognise the risk of becoming too emotionally involved in the process. This emotional involvement can cloud your judgment and make it difficult to manage the situation effectively. 

How can outplacement services help? 

This is where outplacement services, like those offered by Glide Outplacement Australia, can provide invaluable support. Outplacement services not only assist employees with their career transition into new roles. They also help managers handle the redundancy process with care and professionalism. Here are two key services that can benefit managers: 

1. Redundancy notification training 

Glide Outplacement Australia’s redundancy notification training provides managers with the practical and emotional tools they need to handle the process effectively. Training covers areas such as communicating the news with empathy while maintaining professionalism, understanding employees’ rights and the support available to them, and managing personal emotions during the redundancy notification process. 

Redundancy notification training ensures that managers are well-prepared to strike the right balance between being compassionate and maintaining control of the conversation. It also provides a safe space to discuss any concerns or questions you may have about the process. 

2. Onsite outplacement support

It can often be beneficial to have an outplacement consultant present when announcing redundancies or telling someone their role is redundant. An outplacement consultant brings a level of neutrality to the process, acting as an impartial third party between the employer and the employee. This allows the manager to remain involved in the process while ensuring that the conversation remains focused on the business’s needs and the employee’s future. 

Having onsite outplacement support can also help alleviate some of the emotional burden on the manager. The outplacement consultant can handle the logistical aspects of the redundancy process, providing support to both the manager and the employee. 

Case study: managing redundancies with Glide Outplacement 

One of Glide Outplacement Australia’s clients, a mid-sized manufacturing company in Brisbane, faced the difficult task of making redundancies following a significant drop in demand. The company’s HR manager, who had been with the business for over a decade, was responsible for delivering the news to several long-standing employees. She was close with many of them and found the task emotionally overwhelming. 

Glide Outplacement Australia provided redundancy notification training for the HR manager, equipping her with the tools to handle the conversations with care and professionalism. Additionally, an outplacement consultant was present during the redundancy announcement meetings, offering support to both the manager and the employees. The company was able to manage the process with minimal disruption to its operations and without damaging its reputation as a responsible employer. 

The positives of redundancies

While it may seem counterintuitive, there can be positive aspects to managing redundancies. For managers, coping with difficult times and making tough decisions can help you grow as a leader. Navigating the complexities of redundancies can build resilience, sharpen decision-making skills and strengthen your ability to lead teams through challenging periods.  

Additionally, for employees, redundancy can sometimes open the door to new opportunities. With the support of outplacement services, many employees go on to find fulfilling new roles, often in different industries or capacities they hadn’t previously considered. 

No one looks forward to telling someone their role is redundant but, with the right preparation and support, managers can navigate the process with care and professionalism.

Outplacement services offer essential support to managers tasked with delivering the news. Redundancy notification training and onsite support can ensure the process is handled with empathy, respect and professionalism, minimising the impact on your business and your team. 

If you’re facing the difficult task of making redundancies, consider reaching out to Glide Outplacement Australia for support.