Blog

“People Are People” cue a song

It never ceases to amaze me how easy it is to forget that a business is its people!

In my career I have experienced on occasions, where large organisations have undertaken a redundancy situation, allowed the process to take over and the individual people be forgotten. However, recently working with a client in a small business, unfortunately the same scenario happened.

The company had its own agenda and time frame that it was going to stick to, no matter what!  My client just happened to be caught up in the process they had to deliver.  No thought was given to the fact that this was “new news” for my client or that my client was human and had emotions and feelings relating to his redundancy situation.  

The Company couldn’t understand how my client “couldn’t see this had to be completed quickly”.  The company may have been considering and planning this change for a significant amount of time. However, for my client and anyone else who finds themselves in this situation, hearing for the first time “that their role will no longer exist in the new structure”, can be a devastating experience which triggers a whole array of different emotions and feelings. For example shock, denial, anger, sadness, guilt, anxiety, fear and relief, and maybe even excitement.

These changes can be a rollercoaster for individuals. What’s important in these situations and every interaction where people are involved is to treat people as “humans” and how you would want to be treated yourself. 

Change is a process (see” Kubler-Ross Change Curve”).  Employees are comfortable with and prefer the current state. Transitioning through change can create a variety of emotions and feelings as stated above. In most cases, the future state is unknown or not well understood. In reality, each impacted employee has his or her own current and future state and not everyone arrives at the future state at the same time. Some employees may never make the transition.

kubler-ross-change-curve

As a business you can choose how you support any of your employees who are at risk.  What is important is to recognise the transition that individuals will go through.  If you can provide individuals with career transition support, they are more likely to see their career transition as an opportunity. 
 
Realise – every member of staff is different and experiences different reactions to change.
 
If you are someone who is themselves at the moment at risk of being displaced, acknowledge that you will experience some if not all of the reactions, described in Kubler-Ross Change Curve, however view this change as an opportunity to improve your career. 

You could achieve and do something you have always wanted to do, secure a role with an organisation whose values are truly aligned to your own, and/or secure a role/career that sets you on your path to your long-terms goals, to name just a few opportunities. 

Aspire to be all you can be.  Stay positive and be easy on yourself.
 
Any finally if you are a business, Do – treat everyone as you would want to be treated yourself. If you are that individual Do fulfill your dreams!  If you knew you couldn’t fail, what would you be doing?
 
If you fancy a throwback to the 80’s click the chaps below!
 

 

If you would like more information on career transition coaching, please email me

Blog Posts

  • JWC Twitter_3.png

    Last week talking to friends and clients about how they were feeling the words that kept coming back to me were "psychological safety". The word "Psychological Safety" may currently be topical, although we have long discussed the "Psychological Contract" within HR and for me the two are very much linked.  Without "the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes", how can any employee or member of staff feel they have a connection to an organisation? 
  • JWC Twitter_1.png

    Working with some coaching clients at the moment where their focus is on career transition and catching up with people in my network, it is great to see for a significant number of people - a "new year; new role".  It got me thinking that for a lot of people, last year could have made them reflect about what they do now?  Is their current role aligned to their values?  Or they may simply be saying each day "what on earth am I doing?" 
  • JWC Image.png
    My business ethos has always been about "being human" Take a look at our last blog "Have Things Changed as a Leader?" Now as a result of COVID and the pandemic this phrase seems to be very much front of mind.  For me as a leader this should always have been a focus, and it is disheartening to think it takes something so awful to bring a way of being and behaving, to the front of peoples' minds.
  • thumb_actress-2868705_1920.jpg
    “When you're smiling, the whole world smiles with you”. Last year I wrote a blog about this just before Christmas, and then in November this year I asked you what makes you smile? It's been lovely to hear from so many of you that it was, in fact, other people in your lives that make you smile!
  • thumb_year-5026133_1920_1.jpg
    This year has been a very different year compared to most. My end-of-year message to my wonderful clients, partners and followers is usually where I quote a Christmas song, but this year I've decided to include one of my favourite songs which I feel depicts 2020 and how many people have been.