A note on how to handle redundancies (and how not to), for PR & Comms agencies 💡 Redundancies in the PR agency market seem to be higher this year than last - despite PR Week reporting there would be less in 2025 vs 2024. Would you agree? I'm cautiously optimistic we're over the worst. However, having spoken to many people on the receiving end it's clear there are good vs not so good practices surrounding this. My top tips: - Don't drag the process out. Anticipation (especially for those with anxiety) and being kept in limbo is difficult for everyone. The best processes I've seen are ones where staff are given the notice they're at risk and the decision is made as quickly as possible. - Be fair with severance pay. Some agencies seem to be giving the bare minimum/statutory - others are giving more generous severance payouts which reduce stress for employees at a difficult time. - Consider voiding their garden leave. Candidates shouldn't have to wait 1-3 months and let opportunities slip by, they should be able to work immediately. - Don't behave weirdly. One candidate I spoke to said that like a breakup, she knew it was coming for months. Slowly being frozen out, distancing and even after the news, an awkward and tense atmosphere at work. This compounds an already difficult situation and what for? - Clear communication with the rest of the team. Explain why the redundancies were made, what the plan is for the business and the health of the business going forward. Whilst no one can guarantee anything, communication and transparency are crucial to avoid a domino effect where others leave out of concern for their job security. What are your thoughts, anything I've missed? #bradshawsearch #redundancies #pr #communications
This! Especially "don't behave weirdly".
Great piece. This was one of the hardest things I’ve encountered in all my years. People were doing their work brilliantly, nothing wrong with them at all. But you know..then embracer happened. I’d add ‘Don’t be a stranger’ to the list. Unless they are angry and are venting their frustration towards you (which is perfectly natural): stay in touch. Check in. Be their reference for new jobs. Just act like a human being. I’ve been incredibly lucky I was able to hire most of them back at a new company (redemption arc much?), which I don’t think would have happened if we just broke contact.
Dressing it up as performance related, in order to protect your agency’s reputation. That’s cowardice.
Great list. I would add to this reducing non-compete clauses; in a tough employment market people need to consider all opportunities.
My favourite was the team Powerpoint slide where everyone else's box was reporting in to the new MD and my box was alone on the other side of the page like an outdoor port-a-loo. The lesson - don't make the announcement via Powerpoint.
Thanks for sharing, Charlotte
Maybe expand point 4 by striving not to depart on bad terms. Easier said than done in a lot of circumstances, but reputation is everything and mud sticks in the real world.
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2moGreat advice - some of the stories we hear, and there are always stories, prove how inhumane some agency environments are. Do they think people don't talk??