In organisations, it is inevitable that there are going to be challenges and adverse events, e.g. redundancy, which can test the resilience and wellbeing of employees and the ability for the organisation to flourish. It is important that organisations take care of the psychological wellbeing of their employees, so that a negative experience leads to positive outcomes.

One area where employees experience a negative experience at work is when organisations take the tough decision to downsize the workforce and redundancies have to be made. This not only impacts the unfortunate employees who end up losing their jobs, it also has a bearing on the employees who remain with the organisation.

Employees being made redundant

For employees who are being made redundant, there can be concerns about making ends meet financially and how quickly they will be able to find another job. The knock-on effect is that people who are made redundant can suffer a loss of confidence in their abilities, as well as suffering stress and anxiety about how they will provide for their loved ones.

Employees remaining after redundancy

Employees who remain at an organisation after a period of redundancies can also be negatively affected by the experience. It may be that they are re-organised into new positions, they fear another round of redundancies happening again soon, there is a loss of faith in the organisation and also there can be sadness at the loss of favoured work colleagues. In turn, this can have a negative impact on the organisation as a whole, where employees suffer from a loss of trust, a lack of employee engagement, lower productivity and higher levels of stress as a result of the workload increasing due to fewer resources.

A positive psychology approach to redundancy

Fortunately, there are ways from positive psychological research and application that the redundancy process can result in positive outcomes. These range from Hope Theory, resilience, strengths, compassion, appreciative inquiry and happiness. They can have positive outcomes for those who are being made redundant by giving them tools to:

  • Discover their strengths and be able to bring these out in their CV and in interview
  • Boost their resilience, so that they are able to bounce back from the adversity more quickly and more effectively
  • Create hope and set compelling goals to achieve
  • Appreciate the undoubted talents that they have, to boost their self-esteem and confidence

For employees remaining with the organisation a positive psychology approach can have a positive impact by:

  • Using appreciative inquiry to discover, dream, design and shape the destiny for the successful future of the organisation
  • Build resilience, so that they are able to more effectively deal with stressful workloads
  • Become aware of their strengths so that they are able to be more productive and engaged in work tasks

At the International Psychology Conference in Dubai in October, we will be running our workshop called Positive Organisations: How even negative experiences can result in positive outcomes for organisations with a positive psychology approach.

If you would like to find out how we can help you and your organisation, please get in touch.


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