COVID, in addition to its impact on living environment and health, has great import on economy and employment. Many organizations have been forced to downsize in part because of COVID. Many times this leads to reorganization. This is a profound decision for the board, management and staff. Little attention is left for those “left over,” and uncertainty awaits employees who must leave the organization in the search for a new challenge.
Staying connected with those “left behind”
Reorganization means stress for everyone involved. Understanding how people respond to stress is therefore an important key. It is incredibly difficult to stay connected when you are experiencing stress yourself. However, as a manager, when you understand how stress reactions can vary and couple that with an understanding of your own stress behavior and its impact, you create a solid platform from which you can begin to effectively shape a new, constructive environment. Everyone has his or her own preferences and to deal adequately with people experiencing stress. It is therefore essential to have those differences in view.
Take good care of the “leavers”
It is important to take good care of employees who are being laid off. They made efforts to organize. Sometimes for many years. Moreover, they remain ambassadors of your organization. You have to consider that. In any case, the employees are entitled to transitional compensation. It is advisable to offer an outplacement budget in addition or instead. Especially in the current era. Indeed, it will generally not be easy for employees who are laid off to find another job quickly. An outplacement budget is then very helpful. If an outplacement budget is chosen, give the employee the option of not just spending it on outplacement. Allow the employee to use the budget, in addition to outplacement, for training and any form of career counseling that can help find and keep another job. Also help the employee select a party, where he or she can place the outplacement. In fact, there is a big difference between the various parties.
Below are links on our page to services that may fit your organization’s question around the topic of reorganization:
https://www.panthion.nl/panthion-hr-services/wat-kan-panthion-u-bieden/outplacement/
https://www.panthion.nl/panthion-hr-services/wat-kan-panthion-u-bieden/online-loopbaancoaching/
https://www.panthion.nl/panthion-hr-services/wat-kan-panthion-u-bieden/loopbaancoaching/
https://www.panthion.nl/panthion-hr-services/wat-kan-panthion-u-bieden/linkedin/
https://www.panthion.nl/panthion-hr-services/onderwerpen/ontslag/
I liked the outplacement process at Panthion. The practical and goal-oriented approach helped me well in making the right choices in my job search and prepared me well for my job applications. Eventually, this quickly led to a new job.
