4. reach out for outplacement support

The retrenchment exercise is typically overseen by senior HR professionals who are responsible for organisational change. However, given the limited resources and confidentiality of such announcements, it can be difficult to make sure that every employee is being cared for.

HR functions are also increasingly expected to take on greater responsibility and accountability for the long-term well-being of their workforce. It is therefore not uncommon for executives to engage an outplacement expert to manage the end-to-end transition process, to help them navigate organisational change with ease and confidence as well as help their affected redundant employees secure new employment much faster.

Randstad Risesmart is an independent partner that can help organisations deploy employees to other jobs within the organisation or, where that’s not possible, move into a new role externally. Risesmart works closely with these individuals to secure a new, fulfilling and meaningful role through the job concierge service, which includes career coaching, CV and interview preparation and a personalised job search service.

Such professional outplacement services can help transform a traditionally negative job loss scenario into a positive and career-enhancing experience, which in turn protects the financial and mental well-being of those impacted as well as the organisation’s employer brand.

5. everyone's well-being matters

The positive news is that our research shows that employers are currently doing a great job. 76% of respondents said that they feel their employers are taking care of their well-being during the coronavirus pandemic. However, that is not enough, especially in the eyes of an employee who just received news that they have been retrenched.

Employers have a duty of care to their staff, which extends even after the employees have left the company. There are a number of ways HR functions can approach this:

do not underestimate the importance of giving employees a dignified departure
ensure those at risk know who they can speak to and what type of mental health support they have access to for an agreed period of time
remind all colleagues to be sensitive and empathetic during this challenging period
consider when it’s appropriate to conduct an exit interview (many outplacement partners offer this as part of their professional service)
work with an outplacement partner who provides career coaching and tailored job searching services to affected employees

related content

category

tags