Ex-employees are alumni … a reservoir of goodwill

Blog Series
Read Part 1

Outplacement Is an Investment in Recruiting & Retention

Part 2: Ex-employees are alumni … a reservoir of goodwill

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.

One seasoned executive shared his impassioned case for the value of coaching in career transition: “This is an extraordinary learning experience and I am gratefully digesting my assessment report. I’ve never written a resume with the same intentionality that I am doing now – guided by your superb advice. It’s hard work, but the process of being deliberate about setting the tone for the entire next stage of my life is very engaging! The coaching support is amazing — I didn’t honestly expect this — after all, I’ve been doing job transitions for at least 35 years and thought I knew a bit!” His experience is not the exception but the norm for employees and executives who are provided high quality outplacement services regardless of the reason for their transition.

Change Management for Survivors & Alumni

The 2010 study of Most Admired Companies by HayGroup and Fortune analyzed the impact of the 2008 global recession on organizations and employees; given the current downtown, its results are very timely.

This is what one Most Admired Company CEO had to say: “Our employees are a tremendous source of strength and consistency, which is even more evident through a downturn. It reinforces creating a strong reservoir of employee engagement and goodwill at all times to help you win during difficult times.”

That reservoir of goodwill includes not only surviving employees, but the alumni employees who were laid off! The difference in results achieved by Most Admired Companies who implemented effective change management policies and practices before and after the 2008 global recession is dramatic:

Pamela Merritt, Expert Practitioner in change management with the consulting firm North Highland, succinctly summed up the strategic business case in this way, “During reorganization when workforce reduction is required, organizations should always keep in mind the long term implications for their brand. The reality of social media and the internet keeps our past, current and future employees connected. Quality outplacement services provided to impacted employees not only speeds their journeys as jobseekers, but also reduces negative chatter that can undermine your best retention and recruiting efforts. During unpleasant events like RIFs, global leaders should ensure that proper change management steps are taken to reduce the impact on their remaining and future workforce, as well as their brand, image and reputation.”

When organizations treat exiting employees like the valued employees they retain there are significant tangible gains that will result in potential future boomerangs, candidate referrals, positive social media communications, and an enhanced brand.

By Sheryl Dawson, CEO, Dawson Consulting Group

For full article, visit: Outplacement Is an Investment in Recruiting & Retention