Managers guide to downsizing & layoffs
No manager sets out wanting to lead a redundancy process. It’s emotionally draining, complex, and can leave a lasting impact on those leaving, those remaining, and on you as a leader. But when downsizing becomes necessary, managing the process with empathy, fairness, and compliance is key.
1. Plan carefully
Before announcing changes, ensure you have a clear, legally compliant process in place. Redundancies in the UK require consultation, fair selection criteria, and proper notice periods. Rushing this risks both legal claims and reputational damage.
2. Communicate with compassion
Delivering the message is never easy. Employees deserve honesty, dignity, and clarity. Avoid jargon – explain the business reasons and the process in plain language. Being available to answer questions (even when it’s uncomfortable) shows respect.
3. Support those affected
Consider offering outplacement support, references, or flexibility to attend interviews. Small gestures of support can help individuals transition more smoothly and reduce negative feelings towards the organisation.
4. Don’t forget the “survivors”
Remaining employees may feel anxious, demotivated, or even guilty. Managers need to acknowledge these emotions, reinforce the organisation’s vision, and rebuild trust. Transparent communication and opportunities for employees to share their concerns are vital.
5. Look after yourself
Managers often carry the weight of these decisions personally. It’s normal to feel stress or sadness. Seek support from peers, HR, or professional networks – you don’t have to manage this alone.
Handled well, layoffs don’t have to permanently damage morale or your organisation’s culture. They can be an opportunity to reset, refocus, and rebuild. Leadership is tested most in difficult times – and how you manage this process will shape how your team sees you for years to come.
At P2HR we have and are supporting organisations and we know the real impact it can have. We’re here to help if you need us!