Reading about the recent redundancy announcements in Big Tech has been a timely reminder of how things can quickly change for any organisation. But there are some things that stay the same - especially for leaders.
When you’re dealing with efficiency measures like restructures or redundancies and the endings that go with these, it can be easy to focus on the ‘easier’ stuff to get the job done. Having supported many leaders and teams with this challenge during my career, here are three ideas that might help you deal with the hard stuff and create better endings for everyone involved.
Image: Joshua Hoehne, unsplash
1. Think human
You’re dealing with the lives of living, breathing human beings and whatever you think, they are just like you. Every one of the 10,000 people making up the 5% cut in Microsoft's workforce or the 18,000 people in Amazon’s layoffs has been a part of those organisations. Whatever their role and for however long they had it, they wanted to be on those teams and have helped, in some way, to deliver objectives. They’re not just numbers, resources or assets.
2. Communicate - and celebrate?
I’m sure you will have heard lots about how to communicate in large-scale change like restructures. So, you’ll know that sharing information and keeping people updated on when you’ll be able to give them more details, is important. And you’ll be very clear that explaining why things are changing, is key.
But do you recognise people and their contribution to your organisation as things come to an end? A blanket ‘thank you’ in a Town Hall is OK but have you considered including an explanation of why people and their work have really been important to your organisation as part of this?
It's not just for those who will be leaving, but when large numbers of people leave an organisation, there is an impact on those who are left. They will be watching to see how others are treated and recognised.
This is a big transition and giving people this ‘ending’ to help them let go and move on can really help both those who are going or staying.
3. This is about you too
Delivering messages to your team about layoffs needs preparation and that includes you as a leader. Preparing for change isn’t all about the message and how it’s delivered though – it’s about thinking about the impact of it across the board.
Ask for support from a trusted colleague to walk through your approach and share any concerns you might have, especially if your role is impacted too. If you skip this preparation, you’re not giving everyone – including you – the best ending you will all need to move forward.
So, take a little more time, think human and keep connection – all strategies that can help to create a good ending.
If support would be helpful in improving endings in your organisation, please get in touch. I'd love to chat.