OUTPLACEMENT SERVICES


 
MANAGEMENT TRAINING


CAREERSTRIDES
OUTPLACEMENT 

Managing Remaining Employees After Termination

This 3-4 hour hands-on workshop, "BACK ON TRACK: Managing Remaining Employees After Terminations", is designed for managers, supervisors and HR personnel who will manage and interact with employees who have NOT been selected for involuntary termination from the company (due to reduction-in-force, downsizing, layoffs, restructuring or performance issues). The learning can be applied to large-scale reductions or to termination of a single employee.

The workshop and materials teach skills and steps for leaders and managers to take, with special emphasis on tools to get workers focused back on work and maintaining corporate productivity.

The first phase of training focuses on change and its impact on organizational dynamics. If proper steps are not taken to recognize, accept and adapt to change, the organization will flounder and thereby counteract the potential positive effects of restructuring. Managers, leaders and HR personnel need to understand the vital role they play in transforming a potentially negative change into one that benefits the organization.

The second phase focuses on the importance of management, the leaders and HR continuing to act as a team post-termination. This includes ensuring consistency of response to non-terminated employees, identification and resolution of unforeseen issues, and opening communication channels between decision-makers.

The third phase focuses on understanding the myriad of retained employees' responses and behaviors that have to be managed. Defining what reactions might be, what tough questions will be asked, and suggested responses will be reviewed, along with case studies to bring situations to life.

The fourth phase focuses on the importance of planning for several steps post-termination. The hours, days, weeks and months following reorganization are opportunities for new patterns, processes and relationships to be developed. However, many managers either force change too quickly, or not quickly enough. Participants will be able to customize timelines and goals for their department tied to their business objectives and staffing concerns.



TARGET AUDIENCE:

·          Line managers and supervisors: both inexperienced or newly promoted managers/supervisors as well as veteran managers who face the task of listening to, providing answers for and motivating retained employees. These managers/supervisors have the ultimate task of getting the work done with less resources.

·          Human Resources professionals: professionals who need to be able to coordinate and collaborate with managers and supervisors, who have to listen to and respond to employee concerns, issues, and productivity.

·          Senior and Executive-level managers: leaders who are ultimately responsible for ensuring that the employee terminations are executed well with little or no harm to the company, its assets or retained employees. These executives have ultimate responsibility for ensuring a final positive net impact of a company restructure.

OUTCOMES:

After taking this training session, participants will be able to:

·          Explain the impact of change on the organization and the role of leadership in minimizing disruption and refocusing employees on getting their work done

·          Define their role and responsibility for assisting employees and the company to recover, move ahead and capitalize on the new dynamics and organizational structure

·          Prepare for handling the retained employees' responses: emotional, logical, motivational and productivity-based and be able to adjust their communication style to handle all components

·          Identify "Classic Types of Retained Employees", and have tools to manage the responses and issues effectively

·          Develop a plan for management and HR to assess progress, identify issues and consistent responses, assist each other, and rebuild the morale and productivity of the company

·          Construct plans for each phase of getting retained employees back on track:

o         Stage 1: immediately after separation

o         Stage 2: day after terminations

o         Stage 3: week following terminations

o         Stage 4: month after terminations

o         Stage 5: long-term ramifications and issues

·          Use suggested answers to customize answers to "Tough Questions Non-Terminated Employees Will Ask"

·          Enjoy increased confidence about their ability to turn the trauma of surviving a layoff into building a new organization

 


 

 
CareerStrides Outplacement



How is CareerStrides Outplacement different from other outplacement services?

Professional, Enthusiastic and Educated Staff: we stay up-to-date with all developments in the outplacement field, and obtain the latest professional certificates available.

Commitment to Quality: using current strategies, techniques, and practices, we competitively position your departing employees for success. Our staff continuously participates in cutting edge training programs to upgrade their skills

Humanistic Approach: we are in are undergoing one of the worst shocks of their life. We can help them identify and deal with the get them focused on the future.

Confidential Services: we offer free and confidential consultations at your company location or offsite. During our meeting, we will discuss pre-separation options, cost-effective outplacement packages, and other issues that impact your company’s reorganization efforts.

Affordable Cost and Flexible Programs: we offer comprehensive, competitive programs at a fraction of the cost of larger firms. Whether in one-on-ones, workshops or a combination of both, we offer customized solutions



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