Managing the human impact of change is often difficult for managers in any organisation. Often we see organisations make restructuring decisions where the financial outcome outweighs all other associated issues including the employees affected. As a result, employee skills and experience become an unintended casualty of the change. But does it really need to be like this?
How to choose those directly affected in a restructure
Planning is an essential part of any organisational restructure, and crafting a clear and decisive plan is key to ensuring you manage the human impact of change effectively.
Last week we saw Telstra announce a planned 1,100 redundancies. The media pounced, and splashed the Telstra brand across newspaper front pages, and lead item news stories on television and radio. The picture they painted was far from complimentary, and it was left to a Telstra spokesperson to play the ‘straight bat’; jumping on the defensive, and dealing with the ‘headline seeking’ questions. However, within 24 hours the ‘pack’ moved on, awaiting the next ‘big brand’ and its announcement. But, does it really need to be this way?
You’ll recognise a traditional outplacement company as rigid, process driven, and dated; operating out of costly real estate, and servicing only the executive end of town – and we’re not the only ones who think so!
An outplacement survey conducted earlier this year, by DirectEmployers Association and CareerBeam,found that 58% of respondents were frustrated with the outplacement services offered by their provider; often viewing them as outdated, comprising of the wrong tools, and expensive.
The appointment of an outplacement provider can be a valuable tool in managing the human impact of change, but it is important to recognise outplacement assistance is not the panacea for a successful career transition. It will certainly assist, but it is the drive and hard work of the individual which is essential for a successful outplacement program.
The findings of Choice’s recent “Global Outplacement Report’ identified some potential opportunities and challenges associated with the use of social media in managing such change.
Over the last two weeks we kicked off the first event in our luncheon series, where we gather a small number of HR professionals to discuss relevant and thought-provoking topics around the subject of outplacement. The events were held in Sydney and Melbourne, and were both booked out within days.