Redundancies are never easy — not for the people who leave, and not for the ones who stay.
While much of the focus naturally falls on those being made redundant, the impact on the remaining team can be equally significant.
Employees left behind often experience a mix of relief, guilt, anxiety and uncertainty — what’s sometimes called “survivor syndrome.” Productivity can dip, morale can fall, and workloads often increase overnight.
At HR Circle UK, we work with small businesses to manage this delicate phase — helping leaders rebuild trust, engagement and stability when the dust settles. Here’s how to do it right.
1. Acknowledge What’s Happened
It’s tempting to move on quickly after redundancies are complete — but skipping this step can create long-term resentment.
Employees need space to process what’s happened, ask questions, and understand what the future looks like.
Do:
- Hold a team meeting to communicate openly about the changes.
- Be transparent about why redundancies were necessary and what’s next.
- Allow people to share their thoughts — even if the conversation feels uncomfortable.
A clear, compassionate message from leadership helps to rebuild trust and demonstrate integrity.
2. Communicate a Clear Vision for the Future
Once people know what’s changed, they want to know what’s next.
Without clarity, rumours and worry can spread quickly.
Set out a simple, honest plan that includes:
- The company’s revised structure and goals.
- What success looks like in the coming months.
- Reassurance about job security, where appropriate.
This clarity gives the team a renewed sense of direction and purpose — both vital for engagement.
3. Rebalance Workloads Fairly
It’s common for remaining employees to inherit extra tasks after redundancies. But if workloads increase without proper planning, burnout can follow fast.
Tips to manage this:
- Reassess job descriptions and priorities — don’t just redistribute tasks blindly.
- Consider temporary support, such as short-term contractors or flexible freelancers.
- Encourage staff to flag capacity concerns early — and respond to them.
Small businesses often have less buffer for workload strain, so proactive management here is key.
4. Rebuild Morale and Motivation
After redundancies, the team’s emotional energy will likely be low. People may feel disconnected or guilty for still having their job.
To lift morale:
- Recognise hard work publicly and celebrate small wins.
- Reintroduce positive rituals — such as Friday catch-ups, lunches or informal check-ins.
- Be visible as a leader — your attitude sets the tone for recovery.
Even small gestures of appreciation can reignite motivation and help employees feel valued again.
5. Prioritise Wellbeing and Mental Health
The emotional impact of redundancy extends beyond the individuals who leave. Those who stay can experience stress, guilt or even fear about future job security.
Make wellbeing a visible priority by:
- Sharing access to Employee Assistance Programmes (EAPs) or counselling services.
- Offering flexible working options during periods of increased pressure.
- Encouraging breaks, downtime and honest conversations about stress.
Tip: Leaders who normalise talking about wellbeing create psychologically safer workplaces — and that directly supports engagement and retention.
6. Support and Train Line Managers
Managers are the bridge between leadership decisions and employee morale. Equip them with the tools to communicate effectively, handle difficult conversations, and spot early signs of burnout.
Provide short training or HR coaching sessions focused on:
- Post-redundancy communication and motivation.
- Managing change and resilience.
- Emotional intelligence and listening skills.
Confident, empathetic managers make a world of difference during transition periods.
7. Focus on Development and Future Opportunities
As the team stabilises, people will start looking for reassurance that their own careers still matter.
Show your commitment to their growth by:
- Setting new, meaningful objectives.
- Discussing training or development plans.
- Creating clear pathways for progression where possible.
Investing in development after redundancy signals that the business is forward-looking and still values its people.
8. Review and Learn from the Process
Finally, take time as a leadership team to review what worked — and what could be improved.
Ask yourself:
- Were communications handled clearly?
- Did employees feel supported and informed?
- Could we have better managed workloads or expectations?
A reflective approach not only improves future processes but shows your team that continuous improvement is part of your culture.
Final Thoughts
Redundancies can shake even the strongest company cultures, but how you respond afterwards defines your future success.
By combining clear communication, empathy, and structured support, small businesses can not only stabilise but come back stronger.
At HR Circle UK, we help SMEs navigate organisational change with compassion and compliance — from redundancy consultations to post-change engagement strategies.Get in touch to discuss how we can support your business in managing cha
