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Why Should You Help Your Employees to Find Their Next Job?

Managing redundancies is not something that many managers look forward to. It can be a difficult time for the managers, the people leaving and those who remain with the business. However, the process should not just end when people walk out of the door. As an employer, there is a lot that you can do to help people to find their next job.

 

This blog looks at the business benefits of outplacement services – helping someone to find a new job – and how you can go about doing this.

 

Perhaps your business or your department is facing a tough time and you need to reduce the number of people in the team. Perhaps certain aspects of your work have dried up and you no longer need as many people to carry out the work. Whatever the reason, sometimes redundancies have to be made. However, that does not mean that you can forget about someone as soon as they leave. Think instead about offering them outplacement services and helping them to find their next job.

 

Why? Think ‘PR’ not ‘HR’ and about how you can support the people who are leaving, especially if they have been with your business for many years. If you have to let people go, you want them to talk positively about your business and not be too bitter about what is happening to them. You can lessen the negative impact of redundancies by providing support to the people who are leaving.

 

Here’s how you can do this:

 

Step One – look at the impending change as an opportunity rather than as a crisis. We believe that redundancy can be good news for those affected, as it provides them with time to take stock. It gives them time to align their passion and interests with how they earn money. Many of our clients say that the redundancy was actually one of the best things to happen to them.

 

Step Two – help those who are leaving to decide what they want to do next. Encourage them to identify their strengths and, in particular, their energising strengths – the tasks that they love doing and that they can do without depleting their energy. The more of your energising strengths that you can get into your job, the better you will be able to do your job!

 

Step Three – help leavers to construct an engaging CV that communicates those strengths and their main achievements in their career so far.

 

Step Four – spend time helping leavers to rehearse talking through their CVs, so that their pride and passion are clearly communicated in what they say.

 

Step Five encourage those facing redundancy to communicate what they’re looking for to the army of people who want to help them. When you meet someone in the supermarket and they ask how you’re doing, if you’re looking for a new job, you need to be able to tell them exactly what sort of work you’re looking for. The more specific someone can be, the easier it will be for other people to help them to find that opportunity. Having a polished ‘descriptor’ of what they want the next job to be is essential. We always suggest that people have their contact details on a simple business card, which can be handed to people.  If you have asked them to hand back their company mobile phone, make sure that they have backed up any personal data from the phone first.

 

Step Six – finally, you can help leavers to rehearse great answers to questions that are often asked at interviews. Those who have had little or no experience of competency based interviews will need practice in discussing examples of when they have used the skills that they list on their CV. They will need to have a batch of answers prepared that show off their strengths.

 

When redundancies next come around, take some time to work with the people who are leaving. Follow these steps and they will leave your business with a much higher regard for you and the company.

 

Three Top Tips

Here are three great reasons to help your employees in their search for their next job:

 

  •  Investing in people as they leave your business makes business sense in terms of managing your reputation. You want people to say only nice things about you.

 

  •              You want the people who are left behind to think that their company has behaved honourably and fairly when letting go of staff. Helping leavers to find new jobs will help you to maintain morale and make other people less likely to leave.

 

  •                Don’t burn your bridges, as you never know when you might need to call on past employees.

 

 If you need outplacement services for employees who are leaving your business, get in touch to find out how we can help you. This email address is being protected from spambots. You need JavaScript enabled to view it. us or call us on 01483 303 593.