Resources for Employers
Find below a range of articles and helpful resources for HR Managers and employers experiencing change including advice for planning and managing positive restructures, steps to protect your employer brand, and the best ways to help employees affected by redundancy or restructure.
If you are a company committed to upholding your employer brand then you are most likely providing outplacement support, but how do you find the best provider for this service? .
Effective handling of the sensitivities of workforce change and redundancies can negate potential damage to a company’s retention and engagement and the right actions can even strengthen a company’s reputation and brand.
For many HR practitioners, the reason they chose their professional was because they like working with people. Unfortunately the HR Manager is also the person who often has to assist to manage change...
Senior executives are a highly valuable asset to a business so when the time comes for an Executive to move on most companies want to make sure they are cared for well.
Outplacement is not an obligation by a company but a deliberate choice to offer support to someone at a time of vulnerability. The good news is outplacement typically helps people feel more confident during their transition and move forward positively.
When assessing outplacement services, it’s not always easy to compare. Price is highly important, but even more important is that the sponsored support you are providing leaves the person in a better place. The following are a few important questions to consider when investing in their care:
For most HR Divisions, the pressure to make sure the redundancy is handled legally and in compliance with the Fair Work Act is the company’s number one priority.
Unfortunately, the pressure to make sure redundancies are done ‘compliantly’ can sometimes inadvertently overshadow the equally important issue of making sure it occurs with compassion.
No HR Manager wants the unenviable task of having to manage a program of redundancies, be it for one individual or a hundred, but planned well, redundancy can be turned into a vehicle for communicating to staff how a company values its people, and its commitment to their future.
During periods of change and uncertainty, morale and engagement are always key points of concern for HR Managers. One key tool for rebuilding team confidence is to shift the focus away from the past to the future through positive career conversations.
Sadly every year around this time we think our work in outplacement will quieten down. Yet this is never actually the case. Redundancy hits both individuals and HR particularly hard at this time of year.