Redundancy, resilience, and finding what’s next. #LTHEChat

I joined the LTHEChat team in 2015 for their 31st community chat on Twitter to ask questions about the ‘intrinsic and extrinsic value of academic blogging’ (link). Being a previous participant and then leaping into the chair was a daunting and rewarding experience.

I returned last night (January 14th) to the LTHEChat chair, this time for the 349th session (this series has been running every week since it started, but no longer on Twitter!), this time sharing my experiences on redundancy and job hunting, on BlueSky – ‘Redundancy, resilience, and finding what’s next‘.

• I also learned a new term – ‘FlutterChat’ (link).

The post and chat reflect on how redundancy (and the ongoing risk of it) affects confidence, identity, wellbeing, and family life. It also considers voluntary severance and voluntary redundancy: decisions many colleagues now face as institutions manage repeated rounds of change, and the quiet, difficult calculations people make when weighing stability, finances, and mental health.

“Redundancy doesn’t just interrupt work; it reshapes how you relate to it. Over time, uncertainty becomes something you carry, not something you simply get over.”

Rather than offering fixes or false optimism, the post and LTHEChat focus on honesty: the cumulative toll of uncertainty, the importance of knowing your rights, the reality that finding a new role can take many months, and the need to prioritise wellbeing alongside job searching. It also explains why this conversation matters now, as redundancy and voluntary severance become a structural feature of careers in learning technology, digital education, and professional services.

“The hardest part isn’t always the job search itself, but trying to stay present and grounded while life continues around you.”

The article accompanies an LTHEchat discussion designed for anyone experiencing redundancy, worried it may be coming, or supporting others through it – creating space to share what helps, what hurts, and how people keep going when belief takes a knock.

“Redundancy is no longer an exception in higher education; it’s becoming a structural feature of many careers.”

You can read the full post on the LTHEChat website, but I wanted to capture its core reflections here too, as part of my ongoing writing about work, wellbeing, and navigating change in higher education.

I asked the community the following questions, and have summarised the chat beneath each (note: I used ChatGPT to help with the response/answer analysis):

• Q1. Redundancy doesn’t always arrive suddenly. For some it’s imposed, for others it’s voluntary severance made under pressure or uncertainty. Where are you currently, or where have you been, on that journey? (view Q1 on BlueSky)

Responses to this opening question showed how normalised uncertainty has become across higher education and related sectors. Many people described not a single redundancy, but extended periods of insecurity: repeated fixed-term contracts, long stretches “at risk”, or the lingering anxiety that follows colleagues and roles disappearing. Even those who have not been formally made redundant spoke about living with the expectation that it could happen at any time.

There was also a clear recognition that redundancy is experienced in different ways: being made redundant, choosing voluntary severance under pressure, or surviving multiple rounds of cuts all carry their own emotional and practical impacts. Across these experiences, participants emphasised that the effects are cumulative: shaping confidence, career decisions, and how safe work feels over time. Redundancy was widely understood not as a one-off event, but as an ongoing condition many are now navigating.

• Q2. In the early days of redundancy or deciding to take voluntary severance, what felt hardest, emotionally or practically, and what helped you cope, even in small ways? (view Q2 on BlueSky)

Responses to the second question centred strongly on the emotional toll of redundancy and prolonged uncertainty. Many people described a deep sense of grief: not just for a job, but for identity, belonging, purpose, and the future they had been working towards. Redundancy was repeatedly likened to bereavement, with feelings of loss, unfairness, shock, and disorientation surfacing long before (and long after) any formal process. Several noted how closely tied their sense of self was to their role or discipline, making the experience feel existential rather than merely professional.

Alongside this, participants shared what helped them cope. Common themes included maintaining routines and structure, staying connected to others rather than withdrawing, and being honest with partners or family about the impact. Perspective mattered: remembering achievements, recognising identity beyond a job title, and acknowledging that fluctuating emotions are a natural response to loss. Where voluntary redundancy was involved, having time and financial space reduced immediate pressure, though the emotional impact (particularly the loss of colleagues and community) remained significant. Overall, wellbeing was framed not as something to optimise, but something to protect, gently and imperfectly, while living through uncertainty.

• Q3. Wellbeing often takes a hit long before work officially ends. What have you found helps you maintain some sense of balance or stability while living with uncertainty? (view Q3 on BlueSky)

Responses to this question focused on the importance of protecting everyday wellbeing through small, deliberate practices. Many people described creating structure where work routines had disappeared: keeping regular hours, building in walks as a substitute for commuting, and setting clear boundaries around technology and job searching. Time away from screens, particularly being outdoors, was repeatedly highlighted as a way to regain perspective and reduce anxiety.

Equally important was connection. Participants emphasised the role of family, close friends, trusted colleagues, and supportive communities in helping them cope, alongside creative outlets, physical activity, humour, and even pets. There was a strong sense that wellbeing wasn’t about perfect balance or positivity, but about having anchors: people who “get you”, moments of care, and permission to grieve, feel angry, or let go before moving forward. These small supports were framed not as luxuries, but as essential to getting through prolonged uncertainty.

• Q4. CVs, applications, and “selling yourself” can feel especially hard at this point. What’s helped you tell your story honestly, without feeling you have to apologise, explain, or fake optimism? (view Q4 on BlueSky)

Responses to Q4 highlighted how difficult it can be to talk about redundancy, gaps, or job changes without feeling the need to justify or over-explain. Many people stressed the value of being honest but bounded: acknowledging what happened without reliving the emotional hardship, and focusing instead on how time was used, what was learned, and why a role now feels like the right next step. There was also recognition that expectations around “linear” careers are outdated, and that portfolio careers, pauses, and changes are increasingly normal, even if recruitment practices haven’t necessarily caught up.

Participants shared practical ways of regaining confidence in this process. Keeping an ongoing record of achievements, feedback, and evidence of impact was widely seen as helpful, both for CV writing and as a morale boost during difficult periods. Others noted the value of coaching, practice, or external support in shaping a clearer narrative, particularly where stress, trauma, or neurodiversity made it harder to judge how much explanation was enough. Overall, the emphasis was on reframing CVs and interviews as storytelling exercises grounded in evidence, rather than defences against perceived judgement.

• Q5. When job searches stretch on, motivation can dip. What’s helped you keep going or what do you wish you’d known earlier about sustaining momentum? (view Q5 on BlueSky)

Responses to Q5 acknowledged just how fragile motivation can feel during prolonged uncertainty. Many people spoke about the tension between needing to “keep going” and recognising the importance of rest, kindness to oneself, and stepping away at times. Belief wasn’t described as constant or unwavering, but as something that often came from others first; trusted colleagues, friends, or mentors who could hold confidence when individuals struggled to hold it themselves.

There was also a strong sense that job searching is a long game, shaped by timing and luck as much as merit. Participants reflected on the value of pacing themselves, letting go of rigid expectations, and accepting that rejection is part of the process rather than a judgement on worth. Several noted the emotional work involved in presenting confidence externally while feeling far less certain inside, and the relief that came from sharing the experience with others in similar positions. Overall, motivation was framed not as relentless positivity, but as persistence supported by care, connection, humour, and permission to pause.

• Q6. For someone facing redundancy or weighing up voluntary severance right now: what’s one thing you’d want them to hear from people who’ve been there? (view Q6 on BlueSky)

Responses to the final question emphasised the importance of not facing redundancy or uncertainty alone. Many people highlighted the need to separate, as far as possible, the emotional experience from the practical steps required to move forward; acknowledging that strong feelings are inevitable, while also recognising that everyday life continues and support is essential. Rebuilding and leaning on networks of family, friends, peers, and professional advisers was seen as critical, alongside reminding oneself that redundancy is not a personal failure.

There was also a strong theme of perspective and self-compassion. Participants encouraged accepting uncertainty as part of the journey, recognising that careers and lives extend beyond job titles, and allowing space to reflect on what comes next, including different rhythms of work, rest, or even future retirement. Practical suggestions such as seeking legal or financial advice, gaining recognition for existing skills, and being open to new ways of thinking about time and identity sat alongside more reflective messages: that this period will pass, that meaning and direction can be rebuilt, and that transparency and shared conversation matter in breaking the isolation many people feel.

As a final/side note, I am always amazed and humbled by the openness and support our learning community shows. Either joining together for research and sharing experiences, or providing context and data, which I used to enjoy on Twitter, I am now finding on BlueSky. It’s taking a while for momentum to build on the new(er) platform, and for people to find it and find others, but it’s there, lurking in the background.

The LTHEChat made me realise that so many more of our community have been affected by redundancy, even those who have not actually gone through it, but have seen friends or loved ones suffer the cull or been the ones who are left after others leave.

Stay strong.

Photo by Colton Sturgeon on Unsplash