My story is not unique—between May and July of 2024 alone, approximately 82,000 people faced redundancy (ONS).
However, the troubling trend doesn’t end there…
As we enter 2025, the UK is experiencing the largest wave of redundancies in a decade (excluding the pandemic period), with a staggering 25% of employers predicting job cuts in the next three months (People Management, CIPD).
Yet, as the saying goes, “write what you know”…
Redundancy and Emotional Well-Being
On a seemingly ordinary Thursday morning, an unsettling feeling lingered between my colleague and me. It’s remarkable how we often have a “sixth sense” about these things.
When the company Founder walked through the office door, all our suspicions were confirmed—something was definitely going on.
Hearing the news left me in shock, to the point where I barely remember the conversation. My immediate thoughts were about stability: How will I pay next month’s rent? Afford heating bills? What if my partner and I have to move back home?
But, in reality, the psychological toll of redundancy goes far beyond the financial strain and thoughts about heating bills (as you can read more about in ‘The emotional response to redundancy‘, written by our Chairman, Ian Gooden).
The sense of uncertainty, the loss of daily routines, and the fear of the unknown often creates a lasting emotional impact. This stress doesn’t only affect the individuals let go; it ripples throughout the organisation, affecting morale, productivity, and future employee engagement.
Many employers may not realise that redundancy mirrors the emotional cycle of grief: denial, anger, bargaining, depression, and, finally, acceptance— the latter of which being something I only reached once I was re-employed.
Job loss ranks among the top 10 most stressful life events for a reason.
Reflecting on My Experience
Reflecting on my experience, several key elements could have significantly improved my situation:
- Transparency: Keeping employees informed builds trust. Feeling left in the dark only heightened my anxieties.
- Consistent Messaging: Uniform communication is crucial. Hearing different things can leave employees feeling confused and upset.
- Active Listening: Valuing and acting on employee feedback is essential. We need to learn from our mistakes as we do our successes. As our Chairman, Ian Gooden says, “All feedback is a gift.”
- Clear Objectives: Clearly outlining goals and benefits ensures employees know what’s expected. An employee will put out what you put in.
- Emotional Support: Providing external services can be life-changing. Smaller businesses might struggle with this, but having a third party to talk to about mental health during transitions would have made a huge difference for me.
Outplacement as an Essential
Before working for a company specialising in outplacement, I was unaware of what it was, let alone its benefits.
Now, I see what could have been.
Outplacement services not only help individuals find new roles but also support them emotionally through this cycle, easing the burden of job loss and minimizing the long-term psychological impact.
They see improved morale among remaining employees, better retention rates, and enhanced employer branding. Companies scoring in the top 20% for their culture of recognition had turnover rates 31% lower (Forbes). This indicates that positive employee experiences, such as those provided by outplacement services, can significantly enhance retention and morale in the long-run during times of change.
Conclusion: A Call to Action
In conclusion, HR leaders must recognise the value of outplacement and its role in fostering a resilient workplace culture. By actively listening, implementing changes, and prioritising employee well-being, you create an environment where employees feel supported and valued, even during transitions.
Together, let’s ensure every employee, regardless of their journey, feels part of a culture committed to growth, support, and success. Investing in a resilient culture not only improves employee retention but also enhances overall organisational performance. The experiences of those who leave can provide invaluable lessons for those who stay.
Contact Chiumento today and discover how our comprehensive outplacement services can benefit your organisation.
Iona joined Chiumento in 2024, bringing a vibrant background in design as a freelance illustrator and marketer, along with experience as a Product Manager for a leading educational training brand. A 2020 AUB graduate with a BA Hons in Illustration, Iona is enthusiastic about digital strategy and marketing.