Hiya,

In my experience (has happened a few times in manufacturing and local authority setting including in the latter having to apply for my own job twice in the space of 3 years.) The hardest thing for you is to stay neutral and objective about the upcoming change (which can be exceptionally hard if your role is also at risk.) It is even harder if things like attendance record is taken into account (as OH can be seen to be heavily involved in that - and people's careless comments can unintentionally or barbed intentional comments can hurt us!) So make sure you have some support.

It will require a stress response/ grieving process for the:

- employees that go (anger - why me, why now, if only, blame, suspicion of others,) 
- those that stay (will feel guilty and angry on behalf of their colleagues and blame others, but guilt for being secretly relieved, but also worried about the 'next round' and trust becomes an issue,) 
- those managers that are involved in making the decisions (guilt, anger.......) 
- and those that have to tell those going (guilt, anger, letting their colleagues down,)
- and those in HR & OH that have to pick up the pieces! 

In workplaces their is a group identity that forms so you can get the group energy of anger and frustration build at why change has to occur - particularly if they are outsourcing the service or moving it to another country.

Depending on the package available to staff for some it may be a positive move after they get over the initial shock etc and an opportunity to do other things, the grass can be greener elsewhere.

The jobcentre may come in and run surgeries advising on benefit entitlement, how to sign on (even if not entitled to job seekers allowance it may get their NI contributions paid which is key to future benefits/ssp/pensions and free training opportunities - such as IT courses.)

You may wish to pre-warn local GPs and advise what support is in place from the Company.

It's worth you practising how to deal with difficult conversations - such as:

- 'I'm sorry to hear your news....' 
- '...... It is normal to feel how you do' 
- 'what support do you have - friends and family.' 
- 'but I have a health condition - it's discrimination...........'

There are probably courses around on communication in redundancy around - see if you can get on one soon or spend some time identifying your knowledge/experience-based worries/comcerns and book a session with an appropriate trainer/therapist etc.

Some employees have no idea how to tell their partners/spouses particularly if they are the breadwinner - so you may be asked to advise on that.

Be prepared for the potential of suicide and have something in place with how to deal with a suicidal employee or where a colleague expresses a concern about another - if someone is desperate never be afraid to ask them if they are suicidal.

Some employees will have insurance policies that will pay out for a while.

Make the most of the CAB & Businesslink (offer free or low prices courses for those going self-employed) before they go (government cut-backs - arrgh!) And your EAP if you have one.

When is has all happened, the teams will need to rebuild themselves again and allow the trust to build.

A worrying and demanding time, look after yourself too!

Kind Regards,
Catherine

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