A major organisational restructure comes with the challenging responsibility of deciding which roles to make redundant. It’s never an easy process, and its impact is often felt throughout the company. To maintain long-term success, you should make these decisions based on objective criteria that consider both the current and future needs of the organisation. While cost savings may be a priority, the key to rebuilding after redundancies lies in retaining the right types people who can steer the organisation forward.
Explore how to strategically retain the skills and abilities needed to help your organisation not just survive, but thrive after redundancies.
Strategic skill retention after redundancies
When making redundancies, several factors should guide your decision-making such as:
- Legal liability: Ensure that redundancy decisions comply with employment laws and minimise the risk of legal challenges.
- Fairness: Apply consistent and transparent criteria to ensure fair treatment of all employees throughout the process.
We describe these factors in our good practice guide The Redundancy Checklist, which provide a solid foundation for decision-making during restructuring.
Once those criteria have been applied, you need to be strategic about the skills you need to retain. Redundancies can often leave an organisation feeling hollow, especially if key talent or institutional knowledge is lost. However, with a focus on strategic skill retention, businesses can rebuild stronger teams and regain momentum after retrenchments.
Why skills matter in the post-redundancy phase
When redundancies are over, an organisation needs to rebuild and move forward. While it’s tempting to think that simply retaining core skills is enough, the reality is more nuanced. It’s about identifying roles that will galvanise the remaining workforce, bring innovation to the table and help the organisation advance in a competitive market.
Here are some key considerations when evaluating the skills you need to retain:
- What skills will help the organisation pivot towards its future goals?
- What roles are most adaptable to change?
- Which roles will contribute to maintaining or improving workplace morale after redundancies?
Four key skillsets to retain after redundancies
In the aftermath of redundancies, it’s vital to have the right mix of skills, attitude and leadership qualities that can drive the company forward. Below are four key types of roles you should aim to retain to ensure your organisation flourishes after redundancies:
1. The Driver: propelling the organisation forward
Drivers are those employees who view challenges as opportunities and are not afraid to take risks. While they may not always be the top performers on paper, their blend of optimism, self-confidence and initiative makes them invaluable during times of change.
Drivers thrive on momentum. Their positive attitude creates energy within the team, motivating others to move forward. They aren’t deterred by obstacles and are willing to take calculated risks, which can be crucial when the organisation is working to re-establish itself after redundancies. They understand the business realities behind difficult decisions and are quick to pivot when necessary.
Having at least one Driver on your team ensures that someone is pushing the organisation to evolve, grow and seize new opportunities as they arise.
2. The Collaborator: building trust and rebuilding morale
The impact of redundancies on remaining employees often includes feelings of uncertainty. They may grieve lost relationships while feeling new pressure to perform. This is where the Collaborator comes in. They are the glue that holds the team together, helping to rebuild trust and improve morale.
People who can work with others to overcome these issues are critical to moving everyone forward faster. Collaborators excel at fostering teamwork and creating an environment where employees feel supported. These individuals encourage open communication and collaboration, making it easier for teams to navigate through the changes. Their ability to bring people together and focus on shared goals is vital for rebuilding a positive work culture after redundancies.
Retaining employees with strong collaboration skills helps to stabilise the organisation and ensures that teamwork remains a priority.
3. The Utility Player: adaptable and versatile
In a time of transition, versatility is a major asset. Utility Players are those employees who bring a broad range of skills, from either their current or past positions, to the table. They are adaptable, capable of taking on new responsibilities, and stepping into new roles outside of their comfort zone when necessary.
Their flexibility enables them to fill multiple gaps created by redundancies, and their breadth of experience allows them to contribute in various capacities. Utility Players are often solution-oriented and able to meet new demands, making them a vital part of the post-redundancy workforce.
In many cases, Utility Players are also the source of innovative ideas, offering fresh perspectives that help solve problems and improve operational efficiency. Retaining them ensures that the organisation can continue to operate smoothly even when resources are stretched thin.
4. The Anchor: stability and steady leadership
While Drivers, Collaborators and Utility Players bring energy and versatility, Anchors provide the stability needed to weather the storm after redundancies. Anchors may not always be the loudest or most visible members of the team, but they are highly respected for their calm, steady presence and reliable performance during periods of change.
These individuals bring a sense of calm and reassurance during periods of uncertainty and tension, helping to stabilise the workforce and making sure things get done properly. Their consistent output, sound judgement and thoughtful leadership help smooth the rough edges of organisational change. Anchors are also adept at mentoring less experienced team members, ensuring that vital knowledge and experience aren’t lost in the transition.
In a post-redundancy environment, having Anchors in key roles can help keep teams grounded and focused on long-term goals.
Rebuilding your organisation after redundancies
Once redundancies are complete, it’s crucial to monitor the health and morale of your remaining workforce. Employees may experience ‘survivor syndrome’, feeling guilty or anxious after seeing their colleagues leave. Addressing these concerns early through clear communication and ongoing support is essential for maintaining productivity and motivation.
Practical steps for moving forward:
- Conduct regular check-ins with employees to gauge morale and identify concerns.
- Offer additional training or career development opportunities to demonstrate commitment to your remaining workforce.
- Promote transparency around the organisation’s future goals to help employees understand the direction in which they’re headed.
- Encourage open communication and provide opportunities for employees to express their concerns and offer feedback.
The redundancy process may be challenging, but it also offers an opportunity to strengthen your organisation for the future. By strategically retaining key roles with essential skills, your organisation can recover quickly and position itself for success in the long term.
Thrive after redundancies
Redundancies can be a difficult experience for both the employees who leave and those who stay. However, by focusing on strategic skill retention and retaining roles with the right mix of expertise, adaptability and leadership, you can ensure your organisation thrives after redundancies. Identifying and keeping your Drivers, Collaborators, Utility Players and Anchors will help galvanise your remaining workforce and rebuild the organisation for future success.
If you’re navigating through a redundancy process, Glide Outplacement Australia can help. Contact us today to learn more about our outplacement services and how we can support your organisation during times of change.