Career transition can be a worrying process, especially if it is due to redundancy. No one enjoys making redundancies. However, they are inevitable. As organisations evolve, so do workforce requirements. As redundancies are inevitable, it is important that the human resources’ department have the right processes in place to ensure that the right support is available. However, it is important to remember that the HR team, exiting employees and remaining employees all require support throughout any change process.
There are three employee pools to support when workforce change occurs. Those who are transitioning, those who are not, and new employees. Additionally, you could divide the ‘transitioning’ pool further. If you have a redeployment scheme in place, you may have employees transitioning to alternative roles internally and those who are exiting the organisation. Each of these different pools require different approaches and support mechanisms.
For those employees who are exiting the organisation, outplacement supporting is required. The job market today is evolving and changing. The COVID-19 pandemic has stilted the job market in some areas, and propelled it in others. Some industries are unfortunately at the point of collapse, and it may take many years for them to recover. Some however, are thriving and will need to look outside their industry to fill the gaps they need to continue to thrive.
Outplacement provides displaced employees with the tools and knowledge they need to secure their next role as it may be somewhat different to the position they currently hold. As well as empowering them with the confidence to mobilise their careers in the future and to remain employable.
Employees who are remaining within the organisation, but moving to different roles, will also require support. They will also require reskilling. Your redeployment strategy should encourage employees to understand how their current skill set could be useful in different charges, and what skills they need to progress in to successfully move between departments and/or roles. Internal mentorship programmes could help to provide the confidence one needs to move into something different. Additionally, it could provide an insight into what the role might truly entail and how to be successful. Coaching, reskilling and training programmes should also be available.
Those employees who are remaining in their current positions may feel uneasy with changes in the company. It is imperative to retain the talent you need and communication is key. Employees must feel safe and secure in their roles, and understand why certain decisions were made. It is also important that they understand the direction the organisation is moving in and the business goals.
Human Resource teams must juggle all the different needs employees have when it comes to career transition. To inquire how Career Star Group can support your HR team, redeployment and outplacement needs click here.