Blog Series
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The outplacement industry has consolidated and created innovative, enabling technologies to deliver services more efficiently and globally, however, like other talent management technological enablers, these innovations cannot replace the need for effective coaching and mentoring support.
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Blog Series
Since the 1960s, outplacement has benefited millions of transitioning employees. By providing effective outplacement services their former organizations reaped tangible economic benefits. Those same benefits, both for employees and organizations, are needed today. In fact, the business case for providing outplacement is actually stronger today than in those early years of the fledgling career transition industry. To put it succinctly, whether recruiting or seeking to engage and retain those all-observant millennials, how you treat their friends in a layoff is only a text away from going viral! Given that reality, it is counter-productive that at best only 30% of companies offer outplacement and with declining program budgets and services. What gives?
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When faced with red ink on the bottom line, it is easy for managers to forget the impact of layoffs on transitioning and remaining employees! Management may hope remaining employees will just be grateful to still have a job! Yet, the lingering impact can come back to bite a company later when the economy rebounds and competition for talent returns.
Fortunately, there are strategies to implement employee reductions with an eye on the future. The most important one is to treat departing employees with respect and concern for their successful transition. Professional outplacement is vitally important to provide to all levels of employees, not only to avoid potential litigation, but to ensure a positive transition plan for the affected employee.
Just as important is demonstrating to remaining employees that the organization cares enough about all employees to implement layoffs with compassion. Keep in mind that a layoff of a fellow employee often feels like separation of a family member. An empty office next to an employee is a reminder that job security is not a given!
Memories are long, especially with the openness of social media and its impact on a company’s reputation and branding. When it comes time to hire again, candidates will recall how a company transitioned employees and will select organizations that demonstrate they value their employees in the good and bad times. Learn more about mitigating layoffs: The New Imperative of Talent Transition
Sheryl Dawson, CEO of Dawson Consulting Group, is speaking at Beyond 50 Conference for ALL Women sponsored by the Texas Women in Business and the Texas Governor’s Commission for Women on August 23rd at Austin Community College’s Eastview Campus. Dawson will share her expertise in job search and career transition to help women who are seeking to advance their careers or reenter the job market.
Houston, TX August 21, 2012 – Sheryl Dawson, CEO of Dawson Consulting Group, is speaking at second annual Beyond 50 Conference for ALL Women sponsored by the Texas Women in Business and the Texas Governor’s Commission for Women on August 23rd at Austin Community College’s Eastview Campus. Read more