3 Ways Robust Career Transition Services Support Lay-Offs with Heart
Most career transition and outplacement services focus on pre-layoff and post-layoff services. However, a wide range of business issues can influence an individual's desire to change jobs, including performance management issues, organizational restructuring activities, merger and acquisition activities, relocation topics, corporate reengineering efforts and leadership changes. Businesses that require help with such demands must find providers that offer full-spectrum outplacement services.
Let’s start with defining what we mean by career transition and outplacement services. It is important to note that career transition services is a triad supporting departing employees, retained employees and the organization as a whole.
Outplacement services help navigate the career transition process, providing career development coaching and counselling, interview preparation, resume writing and other social media marketing and services to the departing employees.
Outplacement provides former employees structure and guidance towards their new career option(s). A reputable outplacement service provider will also support and preserves the morale of those who remain in the company.
Additionally, a robust career transition service provider also supports leaders with coaching their employees for their next career move. This forms part of the organization’s human resources and succession planning strategy. Having the right people, in the right place, at the right time will drive a productive workplace and from an employee engagement perspective it provides the individual with a sense of fulfillment in their role.
While career transition and outplacement services focus on supporting people and their livelihood these services also support company brand reputation. It is the right thing to do from a people perspective and drives business growth through sound leadership practice.
While considering which career transition and outplacement service provider is right for your organization, it is important to address credentials such as:
Sound knowledge of career transition and outplacement trends
Education, certifications, training, and connections to the career development community
Positive client reviews and testimonials
Access to qualified career development professionals (online or in person)
Ability to offer personalized and tailored career guidance
Robust service offerings; career exploration and roadmap development, coaching & counselling, resume writing, interview preparation, executive biography services, social media for job search, networking skill development etc.
In today’s volatile business climate, it is no longer a matter of if your employees will change jobs, but when they will leave to pursue better opportunities. This leads to increased costs and potential loss of key talent. Full-spectrum outplacement agencies strive to keep this cycle from happening by offering innovative services that can find positions for your difficult-to-place employees and help prepare them for the rigors of their next career move. Because full-spectrum outplacement services encompass all aspects of the job search process, clients receive support during a critical time in their organization.
The full-spectrum outplacement provider must be flexible enough to provide a broad range of services to their business clients, some of whom will require assistance with retention strategies, pre-transition (before lay-off) issues and post-transition (after lay-off) processes.
Let’s take a closer look these three approaches to career transition and outplacement.
Retention Strategies
There are a variety of ways to engage employees during their employment tenure. First and foremost, regular, and reliable communication is key. This involves a multi-pronged approach from one-on-one employee/manager meetings, all hands or town hall meetings, email, and internal chat communication. Communication also needs to be two-way. Protocols for the employee to contact their manager will also support strong employee engagement.
In addition to regular communication where the employee feels heard, employers also need to consider the overall health, wellness, and organizational culture. It is fair to say that most people show up to work and put in their best effort, today’s working world is one where there are many stressors and employees have come to recognize that they want greater work life balance.
Organizations that support workplace wellness initiatives are those that retain talent longer. Offering a variety of workplace wellness and work-life balance programs in support of stress reduction will not only show employees the organization cares, but will contribute to greater productivity and reduce the loss of top talent.
Pre-Transition
This is the time to review individual career plans and goals with employees. You may have a workforce that is on the fence about making a career change. Some leaders would suggest that if there is any question about leaving the organization, then please go. In other words, let’s not waste any time if you are pondering a resignation. We all know the cost of losing top talent is high and recruitment is also a costly venture. A career change self-evaluation is also a good approach for the individual to determine if they are ready for a career change. This will provide clarity and help both parties make a sound decision before spending any more time and money.
This is a win-win process as spending this time together will also build employee/employer relations through transparency and communication.
Post-Transition
Post transition or post-lay off is a difficult time for all involved. Employees left behind need to carry on with a smaller team. They have worries of their own of their career longevity and will wonder if they are the next to go. In the early days of organizational change, leaders need to be available at all times. Stress will be at an all-time high and client deliverables still need to be met. Ensuring business continuity is key. This goes back to regular, and reliable communication. Review communication protocols and be available for one-on-one meetings, all hands or town hall meetings, email, and internal chat. Like all organizational change, this too will settle but during this time of transition, leaders must be seen, heard and available. A full-spectrum career transition service provider can support leaders and human resources with employee communication, stakeholder messaging and offer on-site support to deliver the unsavory news of lay-offs.
With those employees affected by the change, meaning, those laid off, the career transition and outplacement service provider must also have strong communication protocols in place. Before the employee leaves the organization, they must know what is coming next. Career transition packages can come in a variety of forms from one hour of coaching to unlimited coaching. Generally, the packages are time sensitive where the engagement needs to commence anywhere between three months to one year from the date of termination.
Those affected need to hear the words but also leave with a package of information. A good service provider will set up a follow up call with the employee.
For example:
I will call you tomorrow to check up on you. What is the best number to reach you at? I know you have a lot to process. Also know that this does not mean we have to start your career transition work immediately. I do want to stay in touch so that when you are ready to dive into this work, we are connected. Is it OK if I call you at….
Building trust with the affected employee is key and not always easy. An empathetic approach is required so that those affected understand this service is available and that they are not alone in taking their next career step.
Summary
A wide range of business issues can influence an individual's desire to change jobs. This includes performance management, organizational restructuring activities, merger and acquisition activities, relocation topics, corporate re-engineering efforts and leadership changes. Businesses that require help with such demands must find providers that offer full-spectrum outplacement services.
Mindful HR Services approach to career transition and outplacement services addresses each individual's changing needs, regardless of their situation. We take a whole person approach to career development and career transition.
Book a complimentary 30-minute call to find out how we can protect your brand reputation, support your employee career development and talent retention needs.