Outplacement services as part of the organizational design process.

What Does A Change in Organization Design Mean for Employees?

Growth is a primary concern for the owner of every organization. Without growth and flexibility as part of its strategy, most organizations will not be able to keep up with market changes.

Even though nearly every organization focuses on growth in one way or another, many business owners and strategists don’t know where to draw the staffing vs. growth line. In an attempt to grow, many organizations expand to the point that it becomes difficult to manage all their operations and employees effectively.

And that’s where good organizational design comes into play.

While growth is important, all of your growth oriented efforts could go down the drain if you’re not smart about your organizational design. Growth, without a proper design and plan in place, increases organizational stress and makes your organization less efficient.

Growth is a primary concern for the owner of every organization. Without growth and flexibility as part of its strategy, most organizations will not be able to keep up with market changes, resulting in shorter- and longer-term business problems.

Even though nearly every organization focuses on growth in one way or another, it’s true that many business owners and strategists don’t know where to draw the staffing vs. growth line. In an attempt to grow, many organizations expand to the point that it becomes difficult to manage all their operations and employees effectively.

And that’s where good organizational design comes into play.

While growth is important, all of your growth oriented efforts could go down the drain if you’re not smart about your organizational design. Growth, without a proper design and plan in place, increases organizational stress and makes your organization less efficient.

What Does Organizational Design Mean for Employees?

A good design will help you improve communications, reduce unnecessary costs and improve your company’s profitability. Often, as a result of your design efforts, you will find out that you need less or different people to do the same or more work. Sometimes, as tough as it is, you need to let people go in order to keep your company strong.

This is a better way of while letting people go as part of the business growth process. By providing terminated employees with outplacement services, you maintain a strong reputation in your industry, with your customers and the employees who remain. Providing outplacement services to those in career transition is a tangible act of true corporate responsibly.

By hiring a Chicago, Dallas and central Illinois outplacement services company that provides career transition services throughout the United States, you can help your ex-employees find new jobs more quickly while doing the right thing as an organization.  By providing outplacement, you show your employees, including the ones that remain with you, that their contributions are valued and appreciated. This expression of corporate loyalty is noted and appreciated.

Seeking outplacement assistance will also help you maintain an employee-friendly reputation in the very tight labor market we find ourselves in today. On top of all this, knowing that you are going to help those leaving your organization by providing outplacement services will help you make the tough decision to terminate excess staff in a timely manner.

Interested in professional outplacement services? We can help!

With years of experience in the field, we at OutplacementCompany.net can help take the outplacement process off your plate, allowing you to focus on flexibility and growth.

Please get in touch today at rick@outplacementcompany.net to find out more about how we can help. We actually care about people in career transition and have a variety of high touch, humane, cost effective programs available to suit every budgetary need.

Gratitude

At this time of year, our thoughts turn to gratitude or thanks for all we have. Let’s face it, our worst day is still 100 percent better than the days of people in a large part of the world. We have roofs over our heads, are warm and dry, and are looking forward to a big meal with family and friends on Thursday. Those reading this obviously have some sort of technology and access to the internet, so that puts you even farther ahead!

I want to take a few minutes to talk about gratitude for your job. If you are employed, you should be grateful. If you have a job you love, you should be even more grateful. There is nothing better than looking forward to going to work every morning, feeling that you are fulfilled, happy and making a difference. If you have a great team and fabulous coworkers, even better. You must be truly thankful if you have great people to work with at a job you love.

What about those who don’t have a job? A large part of my business is career transition and outplacement, helping those who have been separated from their jobs find new ones. It’s hard to be grateful when you have been laid off or fired, especially this time of year. The excitement and joy of the holidays is difficult to enjoy when you worry about making a living. However, there is a silver lining and a few things to remember.

  • This won’t last forever. You WILL get another job. Maybe not today, or tomorrow, but it will happen. If you have an outplacement coach, it will probably happen sooner. You will survive, you have support, and be grateful that this too shall pass. Look forward.
  • You are very likely to get an even better job. Take a hard look at what you have now left behind. Was it perfect? Probably not. You have been given the gift of finding something better; a place that more closely matches your ideal. Be grateful for that gift.
  • You will find your best friends and supporters. The people who truly care about you will do everything in their power to help you. Reach out and ask them. Accept their help with gratitude.

It’s very easy to forget how fortunate you are, even if you don’t have a job right this minute. If you have a warm place to live, food on the table, and someone who cares, you are one of the lucky ones. Be thankful for today, and have a wonderful Thanksgiving weekend.

Outplacement for the Older Worker

As companies ponder downsizing, they usually look toward reducing labor costs. This means the biggest salaries, which encompass the most experienced, longest tenured employees. You may believe someone with years of relevant experience and great job history would be able to easily find another job. That is rarely the case. In reality, experienced 50-plus workers have vastly more trouble finding a new place than a relatively inexperienced 30-year-old.

Hard business decisions must be made at times, and the reality is that salaries and benefits are the largest expense for any company. When downsizing must occur, that’s where it happens. Logically, the biggest expenses – the highest-paid employees – are first.

We always advocate for giving any separated employee outplacement and career transition assistance. In the case of older employees, career counseling and job search support is crucial for several reasons.

  • Like it or not, ageism is rampant in the business world. Companies use various methods such as graduation dates, years of tenure, or job history to piece together information to estimate an applicant’s age. They assume a person will require more money, a higher title, or will be unsatisfied in a lesser position than previously held, even before discussing these issues in an interview. In fact, many older workers have “been there, done that” and will be very happy, loyal and productive in a position for which an HR screener may decide they are “overqualified” without a conversation.
  • The longer a separated worker is unemployed, the more it costs you, and an older worker could be unemployed for much longer as a result of the factors listed above. Unemployment insurance is a significant cost to any business, and the more being paid out, the higher your costs. In addition, if the separated employee decides to bring legal action against you, your legal costs plus settlement costs can be very high. Those who are provided support are much less likely to bring legal action against a former employer.
  • The emotional cost to an older worker can be severe. This is a person who worked diligently and successfully for many years, had the respect of coworkers and supervisors, and is now separated from what may have been a very large part of his or her identity. He or she has been out of the job market for some time, and will need some kind of support to re-enter.

Many companies offering outplacement will offer only very limited support, such as resume review or coaching for 30 days. Any older, separated employee can tell you that is not enough! A job search for a person over 50 will take longer than 30 days, and that person will need encouragement and coaching during that time.

When making the tough decision to separate your older worker, remember the additional challenges he or she will face and offer an appropriate career transition program. It’s the right thing to do, for the worker and for your business.