Change management lessons from divestment

How We Successfully Managed a Positive Wind-Down Process During a Global Crisis

In 2020, as the Head of People at iSupplyEnergy, Bournemouth, UK Julie-Ann led the People Change initiative for the company's wind-down process, which involved the termination of 262 employees during the onset of the coronavirus pandemic. Navigating this challenging transition while ensuring that our people felt respected and supported was no small feat. However, by adhering to a well-thought-out plan and creating a positive and joyful environment, we achieved a successful outcome.

In this article, I share the strategies and principles that guided us through this process.

1. Negotiation and Pragmatism

Negotiation is crucial when dealing with transitions. While legal safeguards are essential, they should not impede the achievement of desired results. We optimised redundancy terms to retain critical skills, ensuring a smooth transition that maintained employee confidence.

Tip: Don't hesitate to challenge processes to achieve pragmatic outcomes. Always balance legal requirements with practical needs to support your team's morale and productivity.

2. Communication and Engagement

Effective communication is key to managing change. We utilised proven engagement channels and tools like Mailchimp to ensure our messages were received and understood. The support from our marketing team made our consultation documents visually appealing and engaging.

Tip: Value and support your line managers as they lead their teams through change. Equip them with the skills and resources they need, and provide them with a space for mutual support and learning. Coaching and team coaching are effective ways to support both individuals and groups through transition and managing change.

3. Clarity on Structure and Timelines is essential in change management

Clear timelines and change structures are essential for tailored communications and well-thought-out planning. This clarity aids in resource management, designing organisational development interventions, and focusing retention efforts.

Tip: Plan around peak customer demand events and system changes. Ensure that consultation processes and associated timelines are well understood to model financial impacts accurately.

4. Embrace Change as an Opportunity

Change can create opportunities for growth and leadership. During this transition, we rebuilt the leadership team, allowing individuals to step up and lead in new ways. In a previous merger, we created a talent bank to develop skills and share expertise, keeping costs down and engagement high.

Tip: View transitions as opportunities for professional development and skill enhancement.

5. Offboarding is as Important as Onboarding

Providing thorough support during offboarding is crucial. Simple actions, like ensuring access to Employee Assistance Programs (EAP), clear communication about final pay, P45, and pension arrangements, can make a significant difference.

Tip: Work with a specialist outplacement supplier and/or utilise your talent team to support outgoing employees. This approach helps them feel supported and reduces anxiety about their next steps.

6. Bring the Fun

Maintaining a sense of fun during difficult times is essential. According to an Oxford University study, we are 13% more productive when happy. A positive mindset promotes better mental health and overall well-being, reducing absenteeism and errors.

Tip: Create a positive work environment, even during transitions. Simple actions like themed Teams backgrounds can boost morale and foster a sense of community.

Conclusion

Effective and engaging change management leads to engaged employees, streamlined operations, and overall business success. Balancing compassion with a commercial outlook is key to navigating transitions successfully.

For more insights or to discuss how my consultancy and coaching services can support your organisational changes, please contact us. Let's work together to turn challenging transitions into opportunities for growth and success for your people whilst hitting the commercials.

Joy Coaching and Consulting offers personal, team and executive coaching, leadership development and culture consultancy in Poole, Bournemouth, London, and across the UK. We also can happily deliver all our work online, for remote and hybrid teams.