I was in my mid-twenties, had just started my first corporate job, and was completing training in my first few weeks of employment at large managed care firm. One morning, during the training program, our trainer called us into a room to watch a video message from the company leadership--our company had been acquired. I really did not know what to expect. My job expanded, and I continued to work with the new company for several years. My initial thoughts in the midst of transition, however, were: fear and personal rejection.
Fast forward about ten years, when a dreaded “all hands” meeting was called without notice at a local bank I worked for as a corporate trainer. I remember my colleagues with banking experience walking into the room with hesitation and most having side conversations about an acquisition. They were right! Ultimately, I was extended an offer to continue employment after first receiving a separation package. Weeks into the transition, the company assessed my skills and positive attitude and wanted me on board with the new bank. Again, my initial thoughts in the midst of transition were: fear and personal rejection, particularly during the time when I thought I would not have a job. I also felt "survivor's guilt" when I was asked to stay and other colleagues were not. These are only two personal examples of job transitions, as I have witnessed a few others.
Over the course of my career as a talent development professional, I have helped others navigate their careers, through acquisitions, divestiture of services, and other transitions.
In fact, one career highlight was helping a group of front-line employees rise above their circumstances, build their self-confidence and their resumes, cover letters, and interviewing skills. One of the employees I helped even pursued a college education and would frequently update me on her progress.
In the midst of transition, during and after the global pandemic and economic challenges, outplacement services will be greatly needed.
When decisions to layoff or eliminate positions are made, the employees on the other side of the transaction are sure to feel what I did: fear and rejection among a whole host of other feels. What we need during significant career transitions:
Someone to listen;
Career and business coaching;
Resume services;
Interviewing skills;
Goal setting; and
Change management.
How you handle outplacement services can also increase employee engagement for those that will remain with your company.
According to a study done by IMPACT group (2013): “Providing outplacement support doesn't just help departing employees move on, but keeps them moving forward in their careers….The feeling of support for those who are let go reverberates back to employees who remain with the company, in turn helping to maintain positive engagement, productivity, and motivation.”
I partner with organizations and individuals by offering outplacement services with a personal touch. I know from experience how challenging transitions can be.
Contact me today for an introductory call to determine if I can help you and your employees that are transitioning out of your organization.
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