As a leader, you are responsible for role-modeling
your personal and corporate values when you transition a
person out of the organization.
THE PROBLEM
Leaders are occasionally faced with the difficult task of transitioning people out of their organization because of a downsize, layoff, or position elimination. Many organizations traditionally offer some severance pay, an apology for “having to do this,” and best wishes. That’s it! Then the manager goes back to their daily work – sad, but happy that distasteful management duty is over!!
HOW DOES THE INDIVIDUAL WHO HAS JUST LOST THEIR JOB FEEL?
It is not uncommon for them to wonder “Do I have enough money to live now that I am unemployed; what am I going to do about benefits; where am I going to find a new job and how long will it take for me to get a new job I like?”
There is also an emotional impact on that person as well. It’s normal for them to feel hurt, angry, vulnerable, or even betrayed. Losing a job can feel like being swept away by a storm. It’s a tumultuous experience that can leave them feeling lost, anxious, and overwhelmed. The emotional impact of losing a job can be profound and multifaceted. Initially, shock and disbelief may set in, followed by feelings of anger, sadness, and even shame. It’s common to experience a sense of identity loss, as our jobs often play a significant role in how we define ourselves.
HERE IS WHERE YOUR PERSONAL AND CORPORATE VALUES ARE NEEDED
As a leader, whether you have authorized the termination, or have responsibility of conducting the transition meeting, you should demonstrate you care about your people, even beyond their employment with the organization.
HOW?
First, Provide Emotional Support For The Employee –
There are some employers who know that the person they are about to fire will be faced with this stress. Begin by providing Outplacement Services and a Career Coach with every severance package that includes the support of an individual who needs to cope with the stress they and their families now face! The impacted person needs guidance from a trained Career Coach who can assist the individual to break through the initial depressed state, accept the situation and understand that something good can come out of it.
Second, Provide Job Search Support –
Navigating the job market can be overwhelming for an individual embarking on a job search independently. A certified Outplacement Career Coach is adept at understanding the nuances of the job market and can provide invaluable insights into how to position oneself effectively. Without guidance, many job seekers struggle to explain why they lost their jobs and present their skills and experiences in a way that resonates with hiring managers. The Career Coach will coach and work with them until their job search is complete, no matter how long it takes.
It is not uncommon for our coaches to hear clients tell us,
“Having a Career Coach was one of the best benefits my former employer provided.
Take personal ownership to protect and enhance your organization’s values, culture, and brand by providing Outplacement services to those you transition out of your organization. Providing this benefit demonstrates your willingness to take personal ownership of protecting your personal values and the organization’s values and culture – that you care about your people, even beyond their employment with the organization. A recent Harris Poll survey revealed that 82% of employees felt employers who provide outplacement services care more about their employees than those who do not.
In the future, include Outplacement as part of the severance package by contacing The Center for Leadership Excellence. Learn more about our Career Transition Services by visiting our website at www.cleindy.com/outplacement or contacting Jane Richardson, at (317) 652-1681 or jrichardson@cleindy.com.