The market has changed. Have you done your due diligence lately?
The process of transitioning employees out of companies can be a daunting task – many times it is a cesspool of anger and stress for everyone involved. If you are a company that chooses to utilize an outside firm to aid in this transition, then you likely have many reasons for providing this service to departing employees. These may include increased employee engagement for staff that remain, assisting longer term or “seasoned” employees that may have a harder time finding new employment or simply that everyone is entitled to it.
Every individual, regardless of the reason they are being exited, deserves to be dealt with compassionately and departed with dignity. As we say, everyone has a story. Even the “jerk” who is being let go should have the ability to find a role where he/she will shine.
In saying that, have you ever honestly considered the outcome of the program that you may have chosen? Do you think about how the transitioned individual will view your company, or be treated by the outsourced firm? Career transition is one of the only “people” industries that has yet to be radically reformed or altered based on changing demographics, technology and the workplace. There are some fantastic firms out there that provide real value but there are also many examples of people entering transition programs in distress and leaving them feeling the same way.
What is the purpose of using career transition? Years ago, people didn’t necessarily know how to create resumes or perform well in interviews. But nowadays, we are savvier and any information that we want is right at our fingertips. So how do we, as career transformers, support individuals to ensure that they come out programs prepared for the road that lies ahead of them? More importantly, how do we prepare them to work with passion and to find their true calling?
I honestly believe that people are kind and that circumstances or external conditions imposed upon them during the termination process do play a part in their behavior. In the case of departed employees, I believe that most employers would like to know that their departing staff have the opportunity to land higher. But without asking for feedback or evidence from their service provider, as well as former employees, how do they really know?
Knowing which questions to ask your transition company is key. If you are the decision maker when it comes to choosing the transition company, ask questions about successes, look at the service offerings and put yourself in the position of the exiting employees. What program would you choose?
We offer the opportunity for decision makers to take part in a condensed experiential version of our Career Transformation program. As an employee in transition, you can also take part in a similar session.
If you are currently taking part in a program, make the most of what is being offered to you. Be there in more than just body. Take the time to learn more about what you want to do next. And if it is not working, let your coach know.
If you are interested in hearing more about our programs, either as a corporation or an individual, please contact us at firstname.lastname@example.org