Supporting Onsite Employees During Redundancies

Supporting employees onsite immediately following redundancy notifications and conversations

Summary

This mining organisation was downsizing and about to make both Perth- and site-based employees redundant. To ensure that their people were appropriately supported through this process, they brought us onsite the day that these conversations were happening, to speak with their people and be available for assistance and support.

Situation & Challenges

Most mining organisations go through changes with the ups and downs of commodity prices, particularly when there’s a slowing in their particular commodity. This client found themselves in a position where they had to significantly downsize and mothball their regional operations, which was going to impact both staff in their Perth office, as well as staff onsite across both mining and processing.

They were conscious that they had a number of long-standing staff and generational employees (both regionally based and FIFO) and were mindful of not negatively impacting the positive and supportive culture for which the site and organisation had previously been known.

They planned on notifying all staff who were to be made redundant across both locations on the same day, to avoid rumors spreading and avoid anyone having to wait too long to hear their outcomes. This notification day would then be followed by a consultation period and then the final advice.

Given the desire to minimize the negative impacts on staff on the day (particularly given the length of time some had been working for the company), they wanted to make sure that there were resources and support available onsite immediately following notification meetings. Immediate support assists impacted employees in coping with the shock of redundancy and to start thinking about their next steps and what to do next.

Our Solution

We provided two of our most experienced senior career coaches to assist with onsite support – one in Perth and one at the regional mine site. Each coach was available for several days at the site following the initial notification, allowing impacted employees to engage with the support and services available.

Both coaches were introduced to impacted employees immediately following their individual meetings where they were notified about the redundancy. We had conversations with them about their initial reactions and responses, and provided a safe space for them to work through any feelings of anxiety and confusion. For some, especially onsite, we were able to get straight into the pragmatic assistance by start working on their resumé and next steps straight away, to help instill a feeling of direction and hopefulness.

Our coaches were also available for any of the staff (departing and remaining) to speak with about the change and transition, whether they were the managers or colleagues of the impacted individuals, as we know that redundancies often have impacts beyond the people immediately affected.

Result

Our two coaches spoke to all impacted employees across both locations on the day, helping them with their emotional reactions and starting them on a path to think about their future career and start to find their next job. After leaving site, we always maintain contact with departing employees and deliver the Career Transition support the company has provided for each individual. We know that feedback from the client indicated that employees got a lot out of the assistance and appreciated having onsite support.

While onsite support may not seem to be that important, we have found that it can still be a very good way to support people through redundancies, particularly in regional or remote areas where there may not be a full range on onsite or local facilities and skilled professionals. Helping your people find their next path and supporting them to pursue this is an important part of any change and transition process.