redundancy support

(training module for managers)

This workshop is designed for line managers who might have to:

.         inform staff of redundancy decisions

.         support or advise those staff once the bad news has been given out and

.         manage and support staff that are not directly affected by redundancy through the period of restructuring.

Since the consequences of restructuring also have an impact on staff that remain with the organisation this module also covers dealing with the related communication, welfare and performance issues that managers may be expected to deal with. Managers frequently have to develop these abilities 'on the job' with no specific training to help them. This means that they are often less effective and confident than they could be. The day enables participants to better appreciate the human factors of change and redundancy in particular, as well as the 'ripple effect' that results.

While enabling managers to identify the risk factors and take reasonable steps to reduce the negative impact of redundancy and change, rather than emphasising the associated problems we stress the essential resilience of individuals and organisations by adopting a solution-focused approach. This is a more empowering stance for staff and managers.

Objectives

.         To raise awareness of the possible psychological and behavioural responses to redundancy and to consider the direct and secondary impact on staff

.         To discuss, and demystify, how to communicate most effectively with people who have to be given bad news

.         To prepare managers so they may act with humanity and greater confidence in sensitive situations

.         To suggest appropriate and professional responses to distress in others

.         To offer guidelines on identifying when to intervene, and how best to support and advise staff where needed

Course Content

Outline and expectations for the day
Communication in sensitive situations
Giving news, 'good' or 'bad', feedback and comment
Deciding on outcomes and goals
Setting the scene and following through
Setting boundaries and making allowances
Typical responses, i.e. shock, distress and anger
Recognising the side-effects
Denial, uncertainty and hope
Dealing with anger, tears and non-compliance
When and how to intervene, what support to offer
A three-point structure for giving bad news
Listening and acknowledgement
Empathy versus sympathy

Essential Do's and Don'ts
When to speak, when to remain silent
How to judge when additional support is needed
Offers of practical help
Other staff support options
Keeping communications open
Handling our own emotions

This is an interactive day involving group exercises, discussion and lectures. It is supported by a PowerPoint presentation, a set of revision notes and reading list. The contents above may vary depending on the precise needs of the group on the day.