Blog Series
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Video Scene from Fiddler on the Roof: A Revolutionary’s Question
The new worker/employer contract is the ultimate rationale for offering effective outplacement services.
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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
How You Can Transform Your Career and Your Life
With the right knowledge, tools, and positive thinking everyone can achieve their career goals and aspirations. To affirm that belief, Bob Bunker, a good friend and Total System student par excellence, joined us to talk about how he implemented the principles of Job Search:The Total System and achieved his career aspirations.
The words “economic recession” are without a doubt looming in the minds of job seekers everywhere, and with the banking and financial industries suffering from the global crisis, individuals are left wondering if their hopes of finding employment in these fields are realistic. Yet despite the grim economic forecast, we are confident that the American Dream is alive and well and that job seekers’ hopes and goals will soon become realities! Mike Oakes, a friend and former client, joined us this week to discuss some of the factors and issues coming into play in the global economic recession, and how the crisis is specifically affecting banking careers.