Aviva’s Hub Space for digital innovation in London (named Digital Garage) experienced an earthquake in early 2019. Because of a change of Business Strategy that came with a newly appointed CEO. As a result, most of the teams were affected by a redundancy process.
In early 2019, after 9 months in the role. With the nomination of a new CEO (Maurice Tulloch) a new strategy was established at Global level. As a result of tighter cost control, the decision of reducing the size of the workforce across all teams in all locations took place. The Digital Garage in London was affected too. A big part of the team was facing redundancy.
Even if impactful, in the business world this was no news. With years of experience, there is time to go through some things. Tanned in a thousand battles, like the crisis in 2008. Alix was appointed to be part of the Decision Tribunal as Consulting Manager & representative of Direct Line reports. Together with colleagues from other teams.
There are many duties a Manager and Leader perform. To share a clear direction, creating a kind of environment for the team, helping bring new perspectives and ideas. Inspiring, nurturing the next set of leaders, providing space for creativity, improving performance….
For the couple of months that the Consultation Process took place, dealing & handling conflict and supporting the team was the duty. In sync with ensuring to get the best of the team engagement in these hard/extraordinary circumstances. A pool of open roles was settled, and team members had to apply for the shorter number of roles. Discussions held whether the individuals meet the role criteria. And slots available in the new structures. These discussions, of course, were focused on evidence (focus on Execution and Leadership depending on the level). Detailed the selection criteria. From not having the required skills & expertise to delivering exceptional performance. Core competencies prescribed (Accountability, Communication, Execution, Business acumen, technical expertise…). Where two equal candidates debate discussing deciding factors. Selecting Managers will make the decision on who will be appointed to the roles.
HR, Employee Help Program, Employee Representatives, and of course Managers, supported the team. Facilitating listening & speaking with a transparent and clear communication is key. providing clear timelines, understanding the preferences of individuals at different levels. Being fair & objective and providing guidance always looking for ways forward. Acknowledging emotions, understanding that not every individual is equal. As a manager a key quality is empathy and to morph to adapt to each team member.