Recently, I joined the Redundancy Matters podcast to talk about one of the most challenging aspects of organisational life - collective redundancies. It’s a topic close to my heart, not just because I’ve led many of these processes as a People Director, but because I’ve seen first-hand how the way we handle them can shape people’s experience for years to come.

Why Redundancy Requires More Than Process

As I shared on the podcast, while process and compliance are essential, what truly makes a difference is putting people at the heart of that process. By the time leaders announce redundancy proposals, they’ve often been living with the decision for weeks or even months. They’ve processed the information, discussed the options, and accepted the outcomes. But for the people hearing the news for the first time, it’s brand new and often life-changing.

That gap in emotional readiness can create a disconnect if we’re not careful. Leaders may rush conversations or forget that others are still trying to process what’s happening. This is where empathy and authenticity matter most.

Leading with Humanity

Many organisations focus their redundancy training on the legal and procedural elements - templates, timelines, and meeting scripts. Those things matter, of course. But I’ve always believed that how we lead people through change defines whether the process builds or breaks trust.

That’s why I encourage leaders to go beyond compliance and focus on the human element: helping managers understand the emotions people experience through change, and giving them the confidence to handle difficult conversations well. Most managers don’t relish delivering this kind of news, they need support and guidance too.

The Trust Factor

Trust is the thread that holds everything together. If employees sense that decisions are already made and consultation is just a tick-box exercise, trust erodes, not only for those leaving but for those staying too.

When consultation is handled authentically and people feel heard, something powerful happens: they open up., they ask questions, share ideas, and even identify solutions that could save jobs or costs. I’ve seen organisations reduce redundancy payouts and find creative alternatives simply because they built psychological safety and genuine trust in the process.

When Managers Are Also Affected

One of the toughest dynamics in collective consultation is when the managers leading it are themselves at risk. It’s a lot to ask of anyone. My advice: treat them as individuals. Listen, support, and make space for their emotions, but in the consultation meetings themselves, keep the focus on the person you’re speaking with.

It’s a delicate balance of empathy and professionalism, and it starts with recognising that everyone’s experience of change is different.

What Works in Practice

If you’re preparing to lead a redundancy process, whether it’s your first or your tenth, my advice is simple:

• Be prepared. Have a robust plan, but stay agile as things may change.
• Communicate consistently, even when there’s “nothing new” to say.
• Support your managers. They carry a heavy load.
• And remember: there are humans on the other end of this process.

When you handle redundancy with empathy, clarity, and respect, people may not thank you for the outcome, but they will remember how you made them feel.

From Redundancy to Renewal

Through Noo Coaching, I now support individuals and leaders navigating redundancy from a different perspective - their own.

For many, redundancy can feel like the rug has been pulled from under them. But it can also be the beginning of something new: a chance to pause, reflect, and realign with what truly matters.

I help people find clarity about who they are, what they want next, and how to move forward with confidence. Together, we uncover strengths, rebuild self-belief, and create a plan for a career and life that feels fulfilling again.

If you’re navigating redundancy or supporting others through it, I’d love to connect.

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👉 Listen to the full conversation on the Redundancy Matters Podcast
👉 Connect with me on LinkedIn
👉 Explore coaching support at Noo Coaching

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