Entrepreneur Resources Your source for small business information
Photo: pexels.com
One of the biggest traps small businesses fall into is the misconception that if they want to grow, then they need to hire as many people as possible. While it’s true that your employees are one of your most valuable assets, the inability to manage human resources can do more harm than good.
But, let’s imagine that after careful consideration, you’ve decided that the best course for your company is to lay off a few people. It’s never an easy decision to make, but it can happen. Whether your costs are increasing at a rapid pace or you’re automating parts of your operations, sometimes you have to make the hard call and let some people go.
When that happens, a good outplacement plan can help your employees find a new job and get back on their feet quickly.
With that in mind, here are five things you should do to improve your company’s outplacement process.
- Communicate
A healthy and thorough communication process can benefit both your company and the employees. When your workers are not in the dark about what’s ahead and are aware of their options, the stress caused by displacement lessens.
Have a clear and comprehensive outplacement process in places and make it easily available to your employees. Let them know that you are on their side and that you’ll do whatever it takes to help them secure a new job as quickly as possible.
- Analyze the Current Status of Your Services
Carry out a high-level audit of the status of your current outplacement process. Look into the legal terms of the displacement process and determine what factors could influence this endeavor.
Keep in mind that your small business may suffer in the long term if you don’t have a good communication plan in place. Does your current provider offer feedback throughout the outplacement process or do they fail to communicate with you or the employees?
This helpful outplacement guide can help you gain a better understanding of the process and learn what you should look into to improve and streamline the entire operation.
- Find the Right Outplacement Provider
Now, that you have a good idea of what you need to improve, it’s time to evaluate your current outplacement provider and decide if they can meet your needs or if it’s time to look for a new service.
The following list is not exhaustive, but a good provider should offer:
- Social networking abilities, including LinkedIn optimization
- Unlimited access to virtual coaching
- Professional resume optimization
- Webinars, forums, and guides
- Interview coaching
- Job research technology
- Networking
More often than not, employees that have been in the same position and with the same company for a long time don’t have a vast network. The same goes for people who are just entering the workforce.
Networking is, therefore, one of the key aspects your outplacement process should focus on and provide.
Offer advice on how your employees could develop the right relations. Assist them in creating a good LinkedIn profile, or help your layoffs connect with the right mentors. Organize networking events in which your former employees can connect with potential employers to help them transition into new roles easily.
- Career Counseling
Do your displaced employees have the right tools and abilities to pursue the new opportunities they have with their newly formed network? If not, make sure that your outplacement provider offers career counseling and helps your layoffs learn how to write a good resume, how to present themselves during an interview or how to negotiate a salary.
Conclusion
There are, of course, some short-term solutions for laying off employees, such as paying them some money, but it’s better for your company’s reputation to maintain positive relationships with displaced workers.
A solid outplacement plan and the right services provider will make it easier for people to transition into new roles.
