This is really difficult for me to say, but…

Understanding the Emotional Rollercoaster

Since breaking up is hard to do, what would I give the employee who’s been affected by changes at your company and needs career transition assistance?

A good severance package is nice. But the people you laid off are dealing with a lot of emotions that are like a roller coaster.  One day they are fine, the next day they may feel nothing seems to ever go right for me. Comprehensive outplacement is a gift that gives them hope and plan to move forward.  But another very important gift their manager can give someone who’s been let go is “self-awareness” about what they need in their next career move. Make sure any parting gifts help them understand what they’re getting into when they decide to go to work for their employer or boss in a new role that will help them have greater success.

Highly Engaged Workplaces and Employee Centricity

Highly engaged workplaces are not immune to the business challenges other organizations face. Employee centric companies simply respond to these challenges differently. Organizations do not become great places to work by accident. The leaders of these organizations engage in conscious decision-making that centers on trust, respect, and valuing employee contributions.

Treating Employees with Dignity and Respect

Leaders of great places to work may not be able to avoid a separation or layoff, but if the time comes, they always treat employees with dignity and respect. Bad breakups are a mistake. When a separation or layoff occurs, the events of the day will fade, but the feelings will persist. An impression of how an employee was treated will remain for a long time.

Repeatedly we hear horror stories of notification via email, social media, or even the story of a key that no longer opens an office door, locked out in more ways than one is not good.  Lack of respect with public announcements, police observation, or HR escorts out the door in front of other co-workers and peers.  No notice, no information, and a cold shoulder from leaders to those remaining. Morale, and the company brand, will plummet if employees are treated without care and concern.

Maintaining Bonds and Strengthening Connections

Thriving work cultures consider the feelings and fears of their employees. A separation or layoff may signal the end of a formal employment relationship; however, forward thinking leaders in organizations work to maintain bonds with departing employees. These leaders strengthen bonds with the employees who remain. Leaders at high engagement workplaces provide opportunities for departing and remaining employees to stay connected, and they look each employee in the eye, shake their hand, and thank them for their time and for their contributions.

Preserving Company Brand and Integrity

It is just not possible for a business to reduce the size of its workforce without affecting its brand, so leaders must be prepared to consider this, should the time come. It may seem disingenuous to consider company brand at a time like this, but people are the brand, it is essential. It is essential that trust, respect, and valuing contributions continue before, during, and after an employment relationship ends. Companies that invest in their people do not do things because other organizations are doing them. They do things because they are the right — and best — things to do for their unique workplaces.

Comprehensive Transition Assistance

Unfortunately, employee separations are inevitable. At some point, most human resources managers must deal with letting people go. Being able to offer advice and necessary support, including benefits such as severance pay and outplacement — is not just beneficial to departing employees, but also to your organization. Whether you’re hoping to protect your organization from legal issues or employment brand challenges, or you just want to ensure that you give employees the right tools to succeed at the next stop in their career, offering comprehensive transition assistance is the right thing to do. It’s a small price to pay, and it ensures that your organization can move forward with its head held high.

It costs pennies to care for people on the way out compared to the value you give them as marketplace ambassadors when they have what they need to transition to a role that allows them to thrive once again.