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Redundancy Coaching Couch 1: Redundancy and Presuppositions

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Avoid making presuppositions about redundancy 

Try to shake off any presuppositions you may have about redundancy as they can be detrimental for several reasons.

  • Undermining Objectivity:
    • Presuppositions can introduce bias and subjectivity into discussions by shaping the lens through which information is interpreted. This undermines the pursuit of objective truth and reasoned analysis.
  • Impeding Open-Mindedness:
    • Presuppositions can limit open-mindedness by predisposing individuals to predetermined beliefs. This hinders the ability to consider alternative perspectives and impedes intellectual growth.
  • Obstructing Effective Communication:
    • When individuals operate with different presuppositions, effective communication becomes challenging. Misunderstandings arise as parties may be talking past each other without a shared foundation for dialogue.
  • Inhibiting Critical Thinking:
    • Relying on presuppositions may discourage critical thinking, as individuals may accept ideas without questioning their validity. This hampers the development of analytical skills and the ability to evaluate information critically.
  • Fostering Confirmation Bias:
    • Presuppositions can contribute to confirmation bias, where individuals seek or interpret information in a way that confirms their existing beliefs. This reinforces preconceived notions and inhibits a balanced consideration of diverse viewpoints.

Redundancy Coaching Couch 1: Redundancy and Presuppositions

Understanding Redundancy

Redundancy is a term that many in the United Kingdom may encounter throughout their careers, especially during times of economic uncertainty. It refers to a situation where an employer reduces their workforce because a particular job or role is no longer necessary, either due to changes within the company, technological advancements, or shifts in market demand. While redundancy can be a challenging experience, it also provides an opportunity for individuals to reassess their careers, develop new skills, and consider different professional pathways.

The Impact of Presuppositions

Presuppositions are the underlying assumptions or beliefs that we hold, often unconsciously. In the context of redundancy, presuppositions can significantly influence how individuals perceive and respond to their situation. For instance, someone may presuppose that redundancy is always negative or that it reflects their personal failure. Such beliefs can lead to feelings of inadequacy, anxiety, and a lack of motivation to pursue new opportunities.

Redundancy Coaching: Shifting Perspectives

Redundancy coaching focuses on helping individuals to recognize and challenge their presuppositions, allowing them to adopt a more positive and constructive mindset. Coaches work with individuals to identify the presuppositions that may be hindering their progress and to reframe these beliefs in a way that promotes resilience and empowerment. By addressing these underlying assumptions, individuals can better manage the emotional and psychological impacts of redundancy and navigate their career transitions more effectively.

Actionable Strategies

Some strategies that redundancy coaches might employ include: 1. **Reflective Questioning:** Coaches ask reflective questions that encourage individuals to consider alternative perspectives and challenge their existing beliefs. For example, "What opportunities could arise from this change?" or "How can this experience contribute to your long-term career goals?" 2. **Goal Setting:** Setting clear, achievable goals can provide a sense of direction and purpose. Coaches help individuals to define their career aspirations and develop a strategic plan for achieving them. 3. **Skill Development:** Focusing on acquiring new skills or further developing existing ones can increase employability and open up new career opportunities. Coaches may guide individuals toward relevant training or certification programs. 4. **Building Resilience:** Developing resilience is crucial for adapting to change. Coaches might use techniques such as mindfulness, stress management, and positive thinking to bolster an individual’s ability to cope with redundancy.

Conclusion

Redundancy does not have to be the end of the road. With the right support and a shift in perspective, individuals can transform this challenging experience into an opportunity for growth and development. By addressing presuppositions and adopting a proactive approach, redundancy coaching can empower individuals to rediscover their potential and embark on a new, fulfilling career path.

Frequently Asked Questions

faq

What is redundancy?

Redundancy is a form of dismissal from your job, caused by your employer needing to reduce the workforce. It can happen for several reasons, including company closure, the role no longer being needed, or needing fewer employees for particular roles.

What are the rules for redundancy?

Redundancy rules vary depending on your contract and the length of your employment. Generally, your employer is required to follow a fair process, provide appropriate notice, and offer redundancy pay if you've been with the company for two years or more.

How is redundancy pay calculated?

Statutory redundancy pay is based on your age, weekly pay, and the number of years you've worked for your employer. The basic calculation is 0.5 week’s pay for each complete year of service under age 22, 1 week’s pay for each complete year of service between age 22 and 41, and 1.5 week’s pay for each complete year of service over age 41.

What are my rights during redundancy?

During redundancy, you have the right to a fair process, which includes consultation with your employer, being considered for any alternative roles within the company, and receiving redundancy pay if eligible.

Can I challenge my redundancy?

Yes, you can challenge your redundancy if you believe the selection process was unfair, you weren't properly consulted, or you weren't offered suitable alternative employment. Initially, you should raise your concerns with your employer. If unresolved, you might consider legal advice or contacting an employment tribunal.

What is a consultation period?

A consultation period is a time when your employer discusses the impending redundancy with you. For 20 or more redundancies, it must last at least 30 days, and for 100 or more redundancies, at least 45 days. The aim is to explore ways to avoid redundancies, reduce the number of job losses, and mitigate the consequences.

What is suitable alternative employment?

Suitable alternative employment refers to another role within the organization that is appropriate for your skillset and experience. If available, your employer should offer you this position when making redundancies.

Do I have to accept suitable alternative employment?

You can refuse suitable alternative employment if you believe it isn’t appropriate for various reasons, such as a significant change in terms and conditions. However, refusal might affect your redundancy pay unless you have a valid reason.

What are my entitlements if I am made redundant while on maternity leave?

If you are made redundant while on maternity leave, you still have the same rights, including the right to consultation, redundancy pay, and the right to be offered suitable alternative employment if available before other employees.

Can I be made redundant while on sick leave?

Yes, you can be made redundant while on sick leave, but your employer must follow the same fair process, provide appropriate notice, and offer any redundancy pay you are entitled to.

What is PILON?

PILON stands for Payment in Lieu of Notice. It means your employer can pay you for your notice period rather than requiring you to work through it. This payment should be in your employment contract or mutually agreed between you and your employer.

Can my employer ask me to work during my notice period after redundancy?

Yes, your employer can ask you to work during your notice period after redundancy. If you are still employed during this time, you have the right to your usual salary and benefits.

What is voluntary redundancy?

Voluntary redundancy is when employees choose to be made redundant, usually in exchange for a financial incentive. It’s often offered as an alternative to compulsory redundancy, allowing those who volunteer to leave and often receive an enhanced redundancy package.

What does 'at risk of redundancy' mean?

'At risk of redundancy' means your job might be made redundant. It signals that you should prepare for the possibility, but a formal decision has not yet been made.

How can redundancy coaching help me?

Redundancy coaching can help you navigate the redundancy process, offering support in understanding your rights, exploring new career options, improving your employability, and managing the emotional impact of job loss.

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