Coping with Redundancy

14 May 2020

Coping with Redundancy

The Kubler Ross Change Curve has 7 phases one typically goes though during a period of change. Understanding each of these phases helps awareness and understanding of change, which supports an individuals ability to cope. I will describe its use, in coaching an individual to deal with job redundancy, and finding a new career.

The phases are: 

Shock: Typically, such an announcement creates immediate worry, anxiety, and uncertainty. I would expect a client to be aware of these feelings, and rather than fight them, find coping strategies and ways to rationalise the situation. 

Denial: It is likely that for a time, the individual will still be working, “mentally”, even if they are no longer employed. They might still be deeply attached to the job, role, and even go through some of their daily routines, they don’t need to do.

Anger / frustration: At this point a deep resentment may occur, such as, how dare they do this  after so many years of loyalty, or all the hours I have worked. This phase needs to be managed carefully, a client should be aware that its ok to be angry for a time, but its necessary to find other positive outcomes, in order to progress.  This could be, the benefits of a redundancy payment which can, in time, be used for other things if a job is found soon, or can be used to take some time off with the family.  I is important here for the coach to challenge the negative thinking and help the client find a more balanced perspective.

Loss of confidence / depression: At this point, the client is most vulnerable, and will likely become quite introspective, and doubt their abilities, leading to redundancy. They will doubt their ability to recover, or find something new they enjoy.  At this stage, I would begin to implement the T-GROW model, to help them begin the process of goal setting, which should help them feel more in control, and gradually rebuild confidence and self esteem.

Experiment: At this stage, the client may feel comfortable to experiment in the new environment, by accepting the new situation, and try and see it through.  At this point, the client is likely to feel a little more excited or motivated, so I would harness this feel good factor to encourage progress.

Decisions / planning: At this point, I would suggest we implemented the model, as the client is beginning to realise that there is continuity after the event, and that they are able to overcome recent events. The new situation may very well be even better than the previous one, so an opportunity to provide stretching objectives and reflect on dreams and ambitions.

Integration / acceptance: This occurs after the client has gone through the cycle, and a feeling of self worth, and control resurfaces. At this point, we should be fully into accountability coaching against the desired goals and objectives. 



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