For leaders: How to help your employees

A round of redundancies naturally focuses on those who are told that they will no longer be employed by Danske Bank.

But focus should also be on the employees who remain and may have a wealth of questions and uncertainty about their own job situation.

If you are a leader, here is a mini‑guide with six suggestions on how to best support your employees in the time following a round of redundancies. 

1. Be visible and available – also in the corridors
Some employees need to air their experiences and talk about their concerns, feelings, or insecurities.

After a redundancy round, it is helpful if you as a leader are visible – also in the corridors and by the coffee machine. 

Some find it easier to speak up in more informal settings and may not want to say the same in a plenary session or in a more formal environment.

2. It’s OK not to be completely OK
There will be anger, disappointment, uncertainty – and perhaps relief for some. And that’s all right. Remember that we react differently and at different paces.

Some respond immediately with a burst of questions. Others need more time to reflect before they return.

Remember the quieter employees as well, and be more proactive toward them.

Acknowledge that all kinds of feelings can arise and that it’s OK. 

 
3. Prioritize conversations in your team
Consider whether it may be necessary to gather your employees for a joint debrief. It is important to signal unity and cohesion among those who remain.

Use your union representative (TR) and discuss whether this is something you can facilitate together.

4. Direction and prioritization
It is important that you communicate what will happen next – both if changes are coming, but also if things will continue as normal.

To minimize uncertainty, employees need to have a clear picture of the status of work‑related matters. No one should experience stress because there is a lack of clarity about tasks.

Be open about what you do not yet know, and be aware of how the redundancies affect employees’ workloads.

5. Show respect for colleagues who have been made redundant – and for the situation 

Remember to show respect to colleagues who have been made redundant and say a proper farewell to them. Pay attention to emotional consequences.

For example, there may be long‑standing friendships among colleagues or other personal connections that require sensitivity.

6. You are also important
You may experience the same feelings as your employees.

Your team picks up on your energy, so be honest about how you feel. Talk to your own leader, fellow leaders, the local union representative or your HR Partner if you need to share more in depth.