In an era of remote working, there are new issues that arise when staff are informed their role is ceasing to exist within a company. Previously, although redundancies were difficult, they came with human connection. But now?
A seven minute Zoom call.
A “thank you for your work” email.
No goodbyes, no closure.
A farewell has turned into a simple log off.
When redundancy happens remotely, people lose human connection along with their job. For someone who has worked for months or years within a company, there being no need to even open their laptop the next day can be a difficult adjustment.
Here are some ideas of how to approach remote redundancy with care and compassion:
1. Lead with compassion, not compliance
When you have to handle multiple redundancies and all of the paperwork that comes with them, it can start to feel like another task on your to-do list. Even for the most caring HR professionals, it’s easy to become desensitised to the impact losing a job has on the person being made redundant. They are losing daily structure, relationships with colleagues, a sense of identity tied to their work and potentially their financial security.
The conversation itself may be uncomfortable, full of awkward pauses or difficult questions but it is also one of the most important moments to show empathy. Acknowledging the fear and uncertainty, listening to them and giving them a sense that they are being seen, even in the midst of a process that feels transactional and impersonal, can make a major difference. Handling redundancy this way leaves a lasting impression of your company’s integrity and care.
2. Give people time (not just notice)
Time heals all wounds and the same goes for those being made redundant. The immediate impact of redundancy might be heavy, but someone leaving a position isn’t always for the worst. With time, many people find new opportunities that they might even prefer but in the moment, it can feel overwhelming. In online meetings, it can be harder to “read the room” so take extra care with the words you use. Show that you are giving them time and space to process the news. The more advance notice your company is able to give, the better.
3. Allow for a proper goodbye, even if it’s virtual
Create a safe space, even if it’s a final Zoom meeting, to help the employee close a chapter within their life and time at the company. This allows the opportunity for closure and for a last conversation to be had with colleagues they have likely built up relationships with. Acknowledgement is the key here. Acknowledge their departure from the company and the fact that they will be missed.
4. Encourage teammates to reach out
Remote working has already reduced casual interactions which has made it harder to build friendships at work. When someone leaves as a result of redundancy, those connections weaken even further. A Cornell University study found evidence of “breakdown” in communication amongst remaining co-workers after redundancy. Encourage colleagues to keep in touch as it helps both the leaver and your remaining team.
5. Don’t erase people the second you off-board them
It can be a brutal adjustment for someone who is used to logging in every single day to have nothing to login to at all. A gradual off-boarding process should be administered where possible or an optional follow up meeting to show that your company still cares. This shows continual support for staff and also reduces the chance of negative backlash post-redundancy.
Redundancy doesn’t have to mean isolation
At the end of the day, the most important factor is acknowledgement. Redundancy is not just the end of a job, for many it’s the end of a chapter. Employers can ease the loneliness by showing empathy, care and ongoing support.
Yes, jobs end. But connection shouldn’t.
At UNVAELD, we help companies handle redundancies with compassion and humanity. To explore how we can support your team, reach out: alexandra@unvaeld.com
