Facing Redundancy: Surviving, Then Thriving
Redundancy is one of those words that lands with a thud.
Even when you’ve seen it coming, it can still feel like a punch to the gut.
For many people in and around the NHS and public sector right now, the uncertainty is exhausting: Will it happen? When? What then?
When it happened to me a couple of years ago now, I drew on the work of coach and author Jenny Rogers, who has spent years helping people navigate redundancy with more clarity, dignity and self-belief. Below are some of the key themes that can help you make sense of what you’re going through — and begin to shape what comes next.
1. It’s Not a Verdict on Your Worth
Redundancy usually happens because of organisational structures, budgets and spreadsheets, not because you failed as a person or professional. (It took me while to believe that mind you.)
Still, it can feel very personal. It’s common to experience:
Shock and disbelief
Anger or resentment
Shame or embarrassment
Anxiety about money and the future
Sometimes, a quiet sense of relief
None of these reactions mean you’re “not coping”. They’re a normal response to a major change.
2. Protecting Your Dignity in the Process
Rogers talks about the importance of keeping your dignity and self-respect intact, even when the process feels rushed, lengthy or clumsy.
That can look like:
Preparing questions in advance for redundancy meetings
Taking someone with you (union rep, colleague, friend) if possible
Allowing yourself to say a proper goodbye where you can
Remembering: you are allowed to be upset and professional
You may not control the decision, but you can still influence how you walk through it.
3. Getting Clear on the Practicalities
When emotions are high, it’s easy to go blank in meetings and only think of the right questions later. Rogers encourages people to get clear on:
What exactly is being offered (notice periods, redundancy pay, pension implications)
What’s negotiable (leave dates, support, outplacement, coaching)
What additional support might be available (EAP, union guidance, financial advice)
You don’t have to absorb everything in one go. It’s okay to ask for information in writing and come back with follow-up questions.
4. Facing Financial Fears Without Catastrophising
Money worries can quickly spiral into worst-case scenarios at 3am. A more constructive approach might be:
Mapping out your essential costs and how long your money will realistically last, at your current (or adjusted) level of spending, before you have to bring more in.
Exploring any immediate steps to reduce financial pressure
Seeking independent advice rather than guessing alone
Separating facts from fear stories you tell yourself
You don’t need a perfect 5-year plan. You just need to know enough to make the next few months feel more manageable and gain a sense of control.
5. How Future Employers See Redundancy
One of the biggest fears people have is:
“No one will hire me because I was made redundant.”
In reality, redundancy is extremely common. Most hiring managers have either been through it themselves or made others redundant.
What usually matters more is:
How you explain the context (“organisational restructure”, “service reconfiguration”, “funding changes”)
How you talk about what you learned
How clearly you can describe the value you bring
Redundancy is a chapter in your story, not the whole book.
6. A Chance to Redesign Work and Life
This might not be a change you chose — and it might feel anything but positive right now — but for many people, redundancy eventually becomes a pivot point.
Questions Rogers often invites people to explore include:
What do I want more of in my working life?
What am I no longer willing to tolerate?
Which strengths and skills do I really want to use?
If I wasn’t just “getting another job” as fast as possible, what might I explore?
You don’t have to leap into a brand-new career overnight. Think in terms of small experiments and conversations, not grand reinventions.
7. Rethinking How You Job Search
A lot of traditional job-search advice creates pressure without results. Rogers is pragmatic about focusing on what actually works:
A clear, readable CV that tells a coherent story
Targeted applications, not “spraying and praying”
Preparing well for interviews so you can speak about redundancy calmly and confidently
Using your network in a way that feels authentic, not cringey
You don’t need to be everywhere online. You just need to be findable and understandable to the kinds of people who might want to hire you.
8. Considering Alternatives to Standard Employment
For some, redundancy opens the door to new ways of working,, it did for me, I always wanted to work independently but I was too afraid to jump:
Freelance or consulting
Interim roles
Portfolio careers (a mix of part-time roles, projects and self-employed work)
This isn’t right for everyone, and it’s not a magic fix. But if you’ve ever thought, “I wonder if I could…?”, this might be the moment to explore it properly.
9. Shortening the “In-Between” — Without Rushing Yourself
There’s often a messy middle between “old job” and “new chapter”. Rogers emphasises two things:
Practical structure – a basic weekly routine that includes job search tasks, rest, connection with others, and things that give you energy.
Support – coaching, peer groups, friends, family, ex-colleagues, professional networks.
You don’t have to “be strong” on your own. Redundancy is hard enough without isolation.
You may have already come to some of my sessions
I’m offering five short, reflective workshops:
Facing Redundancy: Surviving & Thriving
Managing Change & Transitions (for individuals and managers)
Career Discovery: What’s Important to Me?
Coping with uncertainty
Circles of control, influence and concern
They’re gentle, practical spaces – designed to sit alongside (not replace) your internal HR, OD, union and EAP support.
I’m offering five short, reflective workshops:
Facing Redundancy: Surviving & Thriving
Managing Change & Transitions (for individuals and managers)
Career Discovery: What’s Important to Me?
Coping with uncertainty
Circles of control, influence and concern
They’re gentle, practical spaces – designed to sit alongside (not replace) your internal HR, OD, union and EAP support.
I am also running another free Redundancy to Reinvention session, my story of starting my own business, practical tis and things to think about. You can also ask any questions you have about my 6 Week Programme - second cohort starts in January - no selling just sharing.
If you are interested, get in touch via email jo@letsgetonwithit.co.uk or Get In Touch Here
