If you have been through it, you know that downsizing is hard – for everyone. Understandably most people think first about those who leave – they need to find a new job and face plenty of uncertainty. But it is no picnic for those who remain – including the leaders who must work through the change for themselves and help the team move forward. I have often seen that leaders don’t know what to do after the cuts have been announced, and people have left or are leaving.
Here are five proactive things leaders can do then.
Talk to the Team
Downsizing is hard on everyone – even those who remain. They might seem relieved that they still have a job, and grateful they were seen as valuable enough to stay. But they are experiencing all sorts of feelings and uncertainties too. As a leader, the best thing you can do is ask them how they are doing, observe how they are doing, and make it safe to share their concerns, fears, worries and grief (more on that in a second).
You can ask questions, offer time in group settings, and make time for people to come to you individually. Use one-on-ones as a chance to check in on how they are doing – and not just about the work.
Most leaders know they need to do this, but don’t always know how. Keep this in mind, you don’t always need to give answers, just give people your attention and acknowledgment.
Allow for Grieving
There is likely organizational and individual grief associated with the downsizing (you included – more on that below). You don’t have to be a licensed therapist here (but you might have corporate resources available to use if needed). Acknowledge that this is a difficult situation, and recognize that the grieving process plays out differently for different people, and it seldom is complete in a few days. You don’t have to be a mental health professional to remember that the stages are real and will take some time. Here are seven stages of the grieving process.
- Shock
- Denial
- Anger
- Bargaining
- Depression
- Testing
- Acceptance
Wherever people are in this process, it will influence and impact their work. Offer grace and help if you can. Again, acknowledgment and safety are important roles you can play.
Look for the Silver Linings
Take a deep breath and realize that as hard as the situation is, and while you might wish the downsizing hadn’t happened, good can come from it. As the leader, you might be in a unique position to see those opportunities and are certainly the person to encourage others to look.
While this is an important role you can play, don’t go here too soon. Based on what you know from your team and their mental and emotional states, think carefully before bringing out suggestions about how rosy the future could look.
Find Process Improvements
After a downsizing, everyone is being asked to do more. While the workload isn’t the only issue people are facing, it is a real part of their concern. As the leader, you can use this as an opportunity to look at ways to do things differently, remove steps, or even stop doing things that no longer add value. Look for process improvements yourself and encourage and support your team in doing the same.
Get Help For Yourself
This isn’t the time to keep a stiff upper lip and move on. Yes, the team is looking to you, but they don’t want or need to be led by a statue or a robot. Chances are you are stressed, hurt, confused, and missing those who left too. It is ok to show that to the team, but they might not be your best sounding board. Find a colleague, a friend who has leadership experience, or a coach to help you process how you are feeling. Keeping your thoughts bottled up won’t help.
Even if you share your thoughts and feelings with someone who cares about you but has no context for the work situation, it will still help.
Remind yourself that is it ok to acknowledge that the downsizing and aftermath are hard on you. It doesn’t make you weak or unfit as a leader. But soldiering on, ignoring how you feel, or trying to minimize it won’t help you either.
These are things that can be helpful at or immediately after the announcements too. Or if you wished you had read these ideas a while back, because your downsizing took place months ago, read again. Some of these actions might still have great value for you.
When you take these actions, whenever it is, you will help the team, yourself and the organization move past and beyond the downsizing to a successful future.
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