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Supporting Departing Employees: A Win-Win

Whether due to restructuring, downsizing, or mutual agreement, supporting employees during their transition out of the company is not just a humane gesture but a strategic business decision. I think there is a clear business case:

CSR & Employer Brand perspective

1. Enhancing Corporate Social Responsibility (CSR):

Supporting employees who are leaving is a significant aspect of CSR. Corporate Social Responsibility involves businesses taking responsibility for their impact on society, which includes the treatment of employees. By providing support to departing employees, companies demonstrate a commitment to ethical practices and the well-being of their workforce, which resonates positively with stakeholders, including customers, investors, and the community at large.

Key CSR Benefits:

  • Positive Public Perception: Companies that are perceived as treating their employees well, even when they leave, are seen as ethical and responsible.
  • Stakeholder Trust: Ethical treatment of employees builds trust with stakeholders, enhancing the company’s reputation and long-term sustainability.
  • Community Goodwill: Supporting employees during transitions contributes to the overall economic stability of the community, as these individuals are better equipped to find new employment.

2. Strengthening the Employer Brand:

The way a company treats its departing employees speaks volumes about its values and culture. We know that a strong employer brand is crucial in attracting and retaining top talent. Supporting departing employees can significantly enhance the employer brand, making the organisation more appealing to current and prospective employees.

Key Branding Benefits:

  • Attracting Talent: Prospective employees are more likely to join a company known for its fair and supportive treatment of staff, even during layoffs or terminations.
  • Employee Retention: Current employees who see their colleagues being treated with respect and support are more likely to feel secure and loyal to the company.
  • Alumni Advocacy: Former employees who leave on good terms and with support are more likely to speak positively about the company, potentially referring other top talent or even returning in the future.

Employee Perspective:

1. Emotional and Psychological Support:

Losing a job can be a traumatic experience, causing stress and anxiety. Providing emotional and psychological support helps departing employees cope with the change, maintaining their mental well-being.

Key Benefits:

  • Reduced Anxiety: Supportive measures like career coaching help reduce the anxiety associated with job loss.
  • Increased Confidence: Providing resources and training for job searches boosts confidence, making the transition smoother.

2. Practical Career Transition Assistance:

Offering practical support such as outplacement services, CV writing assistance, and interview preparation can significantly ease the transition process for employees.

Key Benefits:

  • Faster Reemployment: Employees equipped with the right tools and support are likely to find new jobs faster, reducing the period of unemployment.
  • Skill Enhancement: Career transition programmes often include skill-building workshops, which can enhance employability in a competitive job market.

3. Financial Stability:

Providing financial support, such as severance packages, helps ease the financial burden on departing employees, giving them a buffer period to find new employment.

Key Benefits:

  • Economic Security: Severance packages and other financial aids provide a safety net, allowing employees to focus on their job search without immediate financial pressure.
  • Positive Outlook: Financial stability during the transition period fosters a more positive outlook on their career trajectory.

Final Thoughts:

Supporting employees who are leaving a business is a practice that benefits both the organisation and the individuals involved. It aligns with Corporate Social Responsibility principles, enhances the employer brand, and provides significant advantages for the departing employees. In a world where business reputations are increasingly influenced by their ethical practices and treatment of employees, investing in outplacement support and career transition services is a strategic decision that pays dividends in trust, loyalty, and long-term success. By prioritising the well-being of all employees, including those who are transitioning out, companies can build a resilient, positive, and forward-thinking organisational culture….. and let’s face it, we’re talking about human beings…. it’s just the right thing to do.

If you are keen to find out more about supporting your departing employees, let’s chat confidentially. Contact me, Julie Harding, at Career Matters: julie.harding@cvmatters.com.

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