What’s the value in coaching staff members who are being made redundant? (Part 2)

The redundancy process is generally challenging for all involved - from the staff members being made redundant, to the staff members watching their friends and colleagues lose their jobs while worrying about losing their jobs as well, to the management responsible for delivering the news.

 

Luckily, there are ways to make the process easier on everyone. This is where coaching can play an important role. Coaching can be employed to support the staff members exiting the business to exit successfully and transition into a new role as part of an outplacement program. The value in this approach is that it shows that the company is invested in its people – even those they need to let go – and will treat them fairly. This minimises any reputational damage and ensures that the staff members left behind remain loyal and productive.

 

When it comes to coaching the staff members exiting the business there are generally three high-level priorities:

 

1)     Attitude

 

Naturally when someone finds out they’re being made redundant they will experience a range of emotions such as shock, sadness, anger, confusion or even relief. The role of a coach is to guide the individual through a process towards acceptance or even excitement. By helping them overcome any negativity such as bitterness, resentment or feeling not needed, it will give them a more optimistic outlook which in turn will open them up to future career opportunities.

 

2)     Career coaching

 

Career coaching involves coaching the exiting staff member with the goal of professional advancement or attainment of a new position or career direction. Through open questions, personal and professional values exploration, self reflection and insights, career coaching will reveal where the coachee is currently at, if they have any learning gaps, and what skills, mindset and actions are required to align with and attain their career goals.

 

3)     Integration

 

The integration process begins once the former staff member has been onboarded in a new role elsewhere. It involves following up to ensure the transition is as smooth as possible and revisiting the career goals to check if the person is where they want to be. This closes the loop on the coaching process to ensure it has been effective and will go a long way to ensuring the former staff member feels supported by their previous company.

 

This article is part two in a series on the role of coaching throughout the redundancy process. Check out part one on how leaders should approach the process of making people redundant.