It makes good business sense to offer as much support as you can to employees going through redundancy, including offering outplacement support.
But it’s also important to support the staff who are not leaving. They are likely to be feeling a mixture of upset, guilt, relief, anger and grief.
Outplacement support helps the staff being made redundant as well as those who are staying:
Protects your brand
Increases employee engagement
Minimises potential litigation
Manage a smooth transition
A good outplacement plan will help staff to:
Get clarity on their career strengths and experiences
Leverage their personal brand
Develop a career plan moving forward
Identify networking opportunities
Navigate the online job market
Create a powerful LinkedIn profile
Discover how to write and tailor CVs and covering letters
Prepare effectively for job interviews, including video interviews
When I run outplacement workshops for organisations we explore:
Skills and strengths
Values – i.e. what’s most important to you
Presentation i.e. LinkedIn profile and CV
What’s most rewarding is watching the group work together to support and lift each other. For example, often we don’t recognise our own strengths. Sometimes we take a talent for granted because it feels so easy.
When you run an outplacement workshop, individuals get constructive feedback from peers and former co-workers and this can be a huge boost to morale and confidence.
What outplacement support do you offer staff going through redundancy?
According to the Office of National Statistics, in the UK, women account for just 17% of workers in the tech sector.
This drops even more when you look at specific roles e.g. the proportion of women working as system designers and IT business analysts is 14% and only women make up only 13% of programmers and software developers.
During the Brexit debate, many argued that the UK’s growing reputation as a viable technology leader would help to safeguard the nation’s economy in the event of a no-deal exit from the EU.
Last year the UK tech sector experienced a record-breaking 12 months from the perspective of investment.
And the government announced that around 1.2 million new technical and digitally skilled workers will need to be hired by 2022 to support the huge growth of this sector.
Yet … the percentage of women in tech roles remains low, for a whole range of reasons.
And that’s before we even get started on discussing the gender pay gap.
What are you doing in your organisation to attract and retain women in technology roles?
Here are some ideas that other organisations include in their strategy:
Offering coaching with either an external or internal coach
Running a women in tech network
Gender neutral recruitment
Launching a women’s returner programme
Creation of policies designed to appeal to women and/or mothers
Promoting an inclusive work culture
Setting quotas when working with external recruitment agencies
Hosting graduate careers events aimed at female STEM students
I’d love to hear from you as to what’s worked successfully in your organisation. And also what hasn’t.
Please contact me direct via email or telephone or use the contact form hereif you’d like to discuss how your organisation can:
Support your female talent with strategies to drive motivation, improve engagement and increase retention.
Educate your leaders and managers to help keep your female talent motivated, engaged and prevent the loss of valuable people.
Introduce strategies to better attract and retain female talent, improve gender equality, reduce the pay gap and promote an inclusive environment.
create a powerful LinkedIn profile that gets you noticed
make a bigger impact at work and take your career to the next level
understand what employers or potential clients expect to see on your profile
develop your expert authority to showcase your experience and achievements
build strong relationships and network without being pushy
enhance your personal and professional brand
You’ll get 12 modules – each with a short video and a worksheet with a bite-sized task (plus a ‘when you’ve got more time‘ extension task too).
You’ll get invited to a private Facebook group where you can share your thoughts, ask questions, get feedback and be inspired.
In the meantime I’ll add you to The Confidence Guide which is published weekly, jam-packed with tips and tricks for ambitious women who want clarity and confidence. And we’ll talk again when we get started.
Click <<HERE>> if you want to get noticed on LinkedIn today!