Our new CEO made me redundant. How do I explain this in interviews?

Each week, Dr Kirstin Ferguson tackles questions on the workplace, career and leadership in her advice column “Got a Minute?” This week: explaining a redundancy, a gem deserving a pay rise and sick day excuses.A new chief executive started at my company and over a period of several months a number of my executive peers have left the business for a variety of reasons, some clear and others murky. I was also recently made redundant.

I would let any new employer know the entire executive team was replaced and you were unfortunately just one of a number of senior leaders caught up in the strategic change in direction by the new CEO. You can then immediately move on to discuss all the achievements you did make while you were employed at the company and how you will be able to bring them to this company too.

I have one person reporting to me, who is a gem, both in the professional sense but also more personally – she is well liked and a big contributor to the team’s culture. She is deserving of a promotion and pay rise. I’ve been trying to work on this for a while and the organisation has a remuneration policy, which consists of an annual review with benchmarking, before the management decide on pay rises .

How much detail do I need to provide when I call in sick? Is it enough to say, “I feel unwell and won’t be able to work today”? Or do I need to mention symptoms? My supervisor likes to feel involved in everyone’s lives and I know that she wants more detail. She is also quite gossipy, and I do not want to share any private information with her.You definitely do not need to tell your gossipy supervisor all the ins and outs of your medical conditions.

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