Outplacement Support

Outplacement Support: Where Is It When You Need It?

 

Lack of Outplacement Support Is Damaging Your Company’s Reputation

Why is it so hard for some people to do the right thing?

Growing up, we’ve encountered scenarios that exhort us to practice the “Golden Rule”—to do unto others as they would do unto us. Regardless of any given situation, all things being equal, an opportunity arises for us to say and do what is beneficial for not only our own innate sense of fair play, but also for enhancing the reputations of not only ourselves, but others’ good names, too.

Western business culture traditionally supports and upholds the ideal of a level playing field, appealing to a spirit of dignity, goodwill and competition. Most reasonable individuals would agree that, given an equal opportunity to succeed in an area of interest and expertise, a person will put forth a sincere, concerted effort to perform at a superior level for a given period of time.

CareerSupport365 | Outplacement Support: Where Is It When You Need It?And, as such, they have every reason to expect a certain outcome—either in the form of monetary compensation, an increase in job responsibilities, or even workplace recognition for outstanding effort.

If that’s the case, then why are most non-managerial, non-executive employees who are let go from their employer given little to no outplacement support?

Where’s the fairness factor?

Counting the Cost

According to Greg Weiss, founder and creator of CareerSupport365, the prevailing wisdom among most companies who terminate the workers falling within this particular demographic is that the cost can’t be justified.

“In separate research, (I’ve) personally interviewed scores of heads of human resources, whose companies employ upwards of 500 staff,” Weiss reveals. “Most commented that due to the high cost of traditional forms of outplacement, they have only offered support to senior levels and token support — at best — to anyone else leaving their company.”

This cost-cutting rationale has led, on numerous occasions, to numerous disgruntled employees venting their frustrations on social media websites such as Glassdoor, Yelp!, Facebook, and others —all of which spells trouble for any company’s brand.

As social media criticism rises, providers such as CareerSupport365 increasingly offers more affordable company outplacement solutions to everyone from CEOs to hourly workers.

“It’s clear there is a need for outplacement and career transition support to be offered to all employees.

The benefits of treating departing employees with dignity outweigh the costs of not providing outplacement and the potential risk of damage to your employer brand. This risk and its repercussions are likely to climb in the future.”

CareerSupport365 3D 3-tier pyramidWeiss also makes clear the paramount importance of treating all terminated employees—in particular the bulk of operational workers that comprise the majority of the business world’s three-tier pyramid— with the same level of courtesy and respect afforded those in the senior executive/managerial/ supervisor mode.

“Offering some form of outplacement support,  such as how to re-launch their careers, effective networking skills, career coaching, and personal brand management skills, to all employees who are on their way out—and not just a select echelon—may significantly help to mitigate the potential fallout to your employer brand on the Internet,” he asserts.

Should your employer brand be damaged and you must turn your reputation around, according to Dr. Leslie Gaines-Ross (author of Corporate Reputation and Chief Reputation Strategist for Weber Shandwick’s global senior management team in New York City), it takes over three years on average to do so, and thus highlights the absolute necessity for treating all former employees with the respect due them.

“A mishandled response, inappropriate act, labor dispute, product tampering or poorly timed reorganization all have the power to instantly tarnish a sterling reputation built by stellar performance and hard work,” she observes.

Weiss corroborates Gaines-Ross’s sentiments.

“The decent treatment of people who are facing a difficult situation of job loss is not only better for the individuals themselves, but also for protecting the company’s employer brand and better policy overall,” he concludes.

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Learn more about Greg Weiss here.

Employer Brand: A Company’s Calling Card

 

If there’s one thing all of us carry, it’s our reputation. More than anything else, our good name, once besmirched, is incredibly difficult to recover and repair.

I’m not referring in this case to a teenager’s amorous adventures. When applied to the business world, one of the highest values foundations to its reputation is how a company treats its employees. The term that is used to denote this scenario is employer branding, and it was first defined in 1996 in an article written by Barrow and Ambler for the Journal of Brand Management.

CareerSupport365 | Employer Brand: A Company’s Calling CardMore than anything else in a company’s day-to-day operation, its universal perception is critical to its success. Any negative publicity is nearly always guaranteed to adversely affect the company and generate subsequent fallout that will cause even further unintended damage.

And when it comes to social media and user-generated content (UGC) sites, bitter ex-employees have a field day trashing their former employers.

I authored an article that was first published in the July 2013 issue of Keeping good companies, the journal of Chartered Secretaries of Australia www.CSAust.com.

In it I cite an example of a service firm that did not exactly model the milk of human kindness.CareerSupport365 | Employer Brand: A Company’s Calling Card

In the process of downsizing, this particular firm not only eliminated numerous management positions, but also failed their former associates by providing no adequate career transition support. Nor were these loyal, hard-working employees even offered so much as a thank-you for their dedication and service.

The resulting negative groundswell emanating from the collective voices of these poorly-treated ex-employees led to lost clients—and worse, lost revenue due to retrenchment.

UGC: Somethin’ to Talk About

A company’s employer brand can make or break its future. That’s why, in these days of 24/7/365 social media (Facebook, Twitter, LinkedIn, etc.), employers have to be hyper-diligent to ensure a positive local and/or worldwide reputation, and that any negative fallout is contained as completely as possible. In recent years, UGC sites such as Rotten Tomatoes, RateItAll, and Angie’s List have made a significant impact in how a particular company, brand or individual is perceived.

CareerSupport365 | Employer Brand: A Company’s Calling CardSo when the American R and B singer Bonnie Raitt warbled, “Let’s give ‘em somethin’ to talk about,” or when the late Harry Nilsson sang, “Everybody’s talkin’ about me,” they weren’t being facetious.

The fact is, gossip is rampant. Keep repeating something over and over, especially where a disgruntled employee is concerned, and sooner or later, others form similar opinions about that big, bad, evil company that chews up its workers and spits them out after they’ve finished taking advantage of them.

While employee-management friction is nothing new, how it’s handled is paramount.

CareerSupport365 (CS365) conducted a research study with approximately 500 recently-unemployed people in Sydney, Los Angeles, and Vancouver. We found a strong undercurrent of resentment by the vast majority of those polled towards their former employers.

So what is this telling businesses who want to maintain and strengthen their employer brand?CareerSupport365 | Employer Brand: A Company’s Calling Card

According to my article in CSAust journal Keeping good companies, simply put, online reputation will become central to the ongoing sustainability of companies in the future, thanks to UGC sites such as Yelp and Glassdoor. This reality makes it even more imperative for businesses to cultivate an atmosphere of mutual trust and humane, ethical standards that treat employees as valuable individuals.

CareerSupport365 has been at the vanguard of this movement to work with companies in providing recently-terminated workers the necessary support systems for retraining and re-incorporation into the working world. By doing so, any potential negative fallout is greatly curtailed, thus preserving the employer brand’s integrity and reputation.

Find out more. Contact CareerSupport365 now.

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Learn more about Greg Weiss here.

CareerSupport365 | No Need to Slam the Door on the Way Out? A Better Way! | Unemployed speedometer

No Need to Slam the Door on the Way Out? A Better Way!

 

In this day and age it’s becoming more common for businesses to place an extreme emphasis upon the bottom line—at the expense of thousands of workers who, in many cases, still are capable of productive, meaningful contributions to their employer.

But why does this happen?

It’s the employer that will ultimately end up on the losing end

Why are so many individuals who have demonstrated tremendous loyalty and positive work habits suddenly and unceremoniously shown the door and are therefore forced to re-define their definition of what it means to work?CareerSupport365 | No Need to Slam The Door on the Way Out? A Better Way!

Several reasons abound for this disturbing but not uncommon trend. Age discrimination; racial and gender discrimination; poor culture fit; tardiness, and sexual/physical/legal misconduct are all factors—legitimate and otherwise—that impact not only the ex-employee, but also the business itself.

And it’s the employer that will ultimately end up on the losing end, according to some HR experts.

Patrick Higgins, senior HR consultant with National Inspection & Consultants in Fort Myers, Florida, asserts that, in many cases, terminating an employee for any of the above reasons indicates that the employer dropped the ball.

“Any time a termination occurs, it signals a problem within the organization,” he says.

Greg Smith, author of ‘New Leader: How To Attract, Keep and Motivate Your Workforce’  supports this idea. He has suggested that underperforming employees, by and large, need not shoulder nearly as much blame as has often been the case in the past.

According to Smith, the symptoms of workplace terminations are treated far more than the root causes of what ails the organization. Instead of intervening to correct an overwhelmed or poorly-trained manager’s decisions, all too often employers take the easy way out by letting the employee go.

This, says Smith, is where employers really fail their employees. “Poor employees usually get blamed for whatever went wrong. They get fired, the organization hires new people, those employees leave, and it starts all over again. And nothing is done about the underlying problem,” he asserts.

Even if the problem with an employee stemmed from personal troubles, says Bob Largent, SPHR, a consultant with HR Management Associates in Perry, Georgia, the company should have noticed and been there to intervene. If not, “that means no one along the way was paying attention.”

“Once someone has been fired, you need to stop and look at the entire system to see what’s broken,” says Michael Holzschu of Holzschu, Jordan, Schiff & Associates, an HR consulting firm based in Farmington Hills, Michigan.

(Just Like) Starting Over

CareerSupport365 | No Need to Slam The Door on the Way Out? A Better Way!

The entire career transition process can be overwhelming.

Not only do the formerly employed have to cope with the sudden loss of income, they must also deal with overwhelming emotions that can make it very difficult to move forward without a solid support system.

Unfortunately, many employers worldwide offer traditional outplacement sources that often do not reflect, nor keep pace with, today’s ever-changing employment environment. Research has shown that the traditional approach to providing former employees outplacement services —a fixed period of re-adjustment (usually 30-90 days); mandatory, often inflexible, attendance meetings that conflict with individual schedules; and a distressingly low completion rate of only about 35%—is simply not cost-effective, especially if applied to the vast majority of workers who make a low salary, or even an hourly wage.

Depending upon the outplacement’s cost and length of time involved, the executive and management sectors are often given preference over the ordinary worker, simply because most companies consider it too costly and thus a poor ROI.

When a company unceremoniously dismisses their employees, rhetorically speaking, what’s the greater impact on the company’s long-term ROI in this instance—investing in re-training or cross-training employees to increase their tangential and inherent workplace value, or simply shunting them off to the unemployment line?

Employer brands do matter

Successfully being able to reinvent one’s self is a hallmark of persistence and drive.CareerSupport365 | No Need to Slam The Door on the Way Out? A Better Way!

But without a support system as mentioned above, such efforts may very well be for naught.

When companies invest in cutting-edge outplacement offerings such as CareerSupport365, not only are they getting a tremendous ROI, they are also preserving their own corporate integrity that could otherwise be affected by negative publicity from an understandably disgruntled ex-employee who might vent their anger and frustration on User-Generated Content (UGC) web sites such as glassdoor and Vault.

CareerSupport365 proactively helps the employer’s financial bottom line by providing significant cost savings while filling a much-needed niche—streamlining workers’ employment needs to accommodate their ever-increasing Internet savvy. We do this via affordable, pre-paid, practical, self-paced learning modules. Additionally, on-line, real-time video interviews and career counseling services and links to its sister site The First Few Seconds are offered at any time of the day or night, 365 days a year. It’s a win-win situation for all parties involved!

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Learn more about Greg Weiss here.

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