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Taking care of the employees who remain after a layoff | RiseSmart

TAKING CARE OF THE EMPLOYEES WHO REMAIN AFTER A LAYOFF A recent RiseSmart study of HR professionals around the country reveals that too few organizations have a plan…
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TAKING CARE OF THE EMPLOYEES WHO REMAIN AFTER A LAYOFF A recent RiseSmart study of HR professionals around the country reveals that too few organizations have a plan to take care of those who remain after a layoff. This ebook includes the results as well as a few survival tips for companies hoping to protect the employer brand and return to productivity quicker. © Copyright 2018 RiseSmart, Inc. All rights reserved. 1 WHAT ARE THE TOP THREE HOW LONG DOES IT TAKE CHALLENGES FOR THE EMPLOYEES SURVIVORS TO BE FULLY WHO REMAIN AFTER A LAYOFF? PRODUCTIVE AGAIN AFTER A RIF? Lack of motivation and confidence Lack of voice, i.e. feeling “afraid” to be proactive or provide suggestions 1. SET GOAL A quarter Less than a Return to productivity and retain Anxiety over what month remaining talent will happen next 2. CREATE STRATEGY Half a year A year or more Have a formal plan and support from contemporary career transition experts 3. IMPLEMENT TACTICS Address the needs of the surviving employees © Copyright 2018 RiseSmart, Inc. All rights reserved. © Copyright 2018 RiseSmart, Inc. All rights reserved. 2 WHAT IS THE IMPACT ON YOUR WHAT IS THE IMPACT ON YOUR TALENT ACQUISITION EFFORTS? BRAND? Having an outplacement provider who can get impacted employees back to work, provide resiliency training, and record alumni employee sentiment will help improve the impact on the employer brand. © Copyright 2018 RiseSmart, Inc. All rights reserved. © Copyright 2018 RiseSmart, Inc. All rights reserved. 3 DOES YOUR ORGANIZATION DO YOU OFFER INTERNAL PROVIDE NOTIFICATION TRAINING MOBILITY AS A WAY TO RETAIN FOR MANAGERS PRIOR TO A RIF? EMPLOYEES? Do not have a formal plan for a redeployment Of those who do An investment in resiliency program training and other programs have a redeployment designed to help employees Would give program – are deal with survivor guilt and preferential doing it anxiety over job security helps treatment to a less- themselves to get workers back on track qualified internal and improves the bottom line. candidate above a well-qualified external candidate Work with a contemporary career transition services provider to install a proactive program to make sure internal candidates have the opportunity and preparation to fill open positions within the organization. © Copyright 2018 RiseSmart, Inc. All rights reserved. © Copyright 2018 RiseSmart, Inc. All rights reserved. 4 SURVIVAL CHECKLIST Partner with a contemporary outplacement provider Provide notification and resiliency training for mangers Offer resiliency training to surviving employees Create a plan for addressing the need of the survivors Offer Internal mobility Monitor social media channels and gather alumni sentiment © Copyright 2018 RiseSmart, Inc. All rights reserved. © Copyright 2018 RiseSmart, Inc. All rights reserved. 5 DOWNLOAD THE FULL STUDY Visit www.risesmart.com/survivor-ebook RiseSmart Inc. 877-384-0004 sales@risesmart.com 55 Almaden Boulevard, Suite 800 San Jose, CA 95113 © Copyright 2018 RiseSmart, Inc. All rights reserved.
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