In our last blog, we explored how career transition programs mitigate risk compared to their cash equivalent. This time, we’re going to take a deeper dive in to the added value of the programs for all stakeholders involved.
There are numerous data sources that show providing outplacement support delivers real business benefit and positively impacts organisational KPIs.
However, these benefits are only realised when eligible employees use the service. If they don’t know what outplacement is, they’re unlikely to take that first step and access the support that can help them secure their next move. Closing this knowledge gap is therefore critical and communication is the key to doing that.
We frequently get asked by organisations about the best way to share information about the outplacement support they are providing for their exiting employees. Although the best way will be unique to the specific individual or organisation concerned, our experience over the last 50 years has highlighted several proven approaches that can help ensure the highest possible levels of employee engagement and participation.
One route that can be beneficial for both the employee impacted and the people delivering the redundancy news is to have an LHH consultant onsite at the notice meeting so that they can meet with the exiting employee straight after they’re told about their position being made redundant.
Of course, while some people may view it as an opportunity to rethink their career options, most in the very early stages of their transition experience feelings of shock, anger, confusion and worry. Having someone onsite who is experienced in helping employees understand and manage their feelings whilst being able to clearly highlight the full range of support being offered can help calm the situation and provide reassurance that they have access to specialist teams committed and resourced to help them make their next move as quickly as they need.
Be there after the shock wave
Many employees when first told the news are not able to take in and fully understand all the information they’ve been given. They may be processing the reality of a separation from their organisation and not be in a place where they’re thinking about their next career move. This is why many of our clients choose to continue to offer onsite support for an extended period of time after the notice meetings, particularly if more than a handful of employees are impacted.
Share information over and over
Once the news has been processed, employees can start to think about their next move. However, employees are still likely to be struggling to process all the information so we advise organisations to adopt several methods to share and reiterate the details of the career transition programs such as:
Sharing the information in-person immediately after the notice meeting
Email the information to the employee after the meeting and then again, a short period afterwards
Include information in any packs sent to the employee’s home
Ensure the line managers and HR team check-in with the employee and gauge their thoughts about initiating the program
Post details of the support available on the intranet and /or in the employee handbook or benefits book
Many individuals may not be aware of the tangible benefits of availing of the career transition program. At LHH Gulf, our team of Executive and Leadership Coaches work hard to ensure each individual feels supported and understood in a time of great uncertainty.