I had a client a while ago who was made redundant, at the time he was provided with outplacement support by his company but chose to also see me independently alongside this.
When his next company was making redundancies a few years later, he chose to approach me again to assist these people. Our work together which included more bespoke effective and practical straight to the point assistance led to him wanting these people to have a similar experience.
Letting people go is never easy. Being made redundant is often a challenging time but if the correct advice, support, and assistance is provided and a process is worked through by those that are leaving it could be viewed as an opportunity.
Here are some additional (and mostly free) ways you could provide additional help to exiting employees.
1. Don’t Rush
Can you offer some extra time? Time to reflect, analyze and think through what they are suited to and what they would like to be doing next. It is essential for people to take their time rather than rush into the next thing without thought and reflection. It is ideal if someone can go from one job whilst still employed in another can you offer this?
2. Try and keep positive
Redundancy is a widespread occurrence in our changing economy. Reiterating this and asking them to depersonalize it, stay positive and to look after themselves is crucial. Can you offer a plan for them and some assistance and coaching? Possibly resilience coaching? This could be relevant for those leaving but also for those left behind.
3. Put the Work in
Finding another job, ensuring all your marketing material (CV/LinkedIn) is impressive plus doing the investigative work on YOU can take time. The more effort and work they put into this the more focussed and ultimately more successful their career transition will be. Can you allow time for this and provide some feedback for example on their CV or LinkedIn profile or time to talk things through?
4. Network
It has been documented that a high percentage of people get their next job through their network, can you assist with any introductions? Introductions to agencies, clients, competitors?
5. Build Their Experience
Are you able to offer any freelance work or project work in different departments whilst they are looking? If possible adding to the experience they have in their next chosen field whilst limiting CV gaps.
6. Help them to present well on Social Media
Can you connect with them on social media and provide them with a broader network?
Can you assist them with endorsements or recommendations on LinkedIn for example? Are you able to provide a reference or act as their referee contact?
7. Help them look for clues
Are there any insights that you have had with regards to their work and what you have observed them being very good at? Can you take out old appraisals and provide some feedback that they can use moving forward.
8. Be their mentor
Can you or someone within the company offer some mentoring sessions that they have access to should they need it?
9. Be Clear
Clearly communicate what they can expect, what support you will be providing and where you are going above and beyond to assist them. Being as clear and transparent as you can with all employees.
The above provides ways that you can help and if you want to extend this and offer them the best chance whilst avoiding expensive outplacement cost why not look online at our new offering Transition Peak.
About the author: Charlotte Billington is a qualified Executive Career Coach with over 20 years experience and co-founders of Transition Peak. Transition Peak Limited is an online career coaching and training portal. We help companies and individuals move forward faster and more effectively at a reasonable cost following redundancy or career change situations.
