Resources for People In Transition
(This came to me anonymously from an HR Director - Steve)
Hello everyone -
Our company is going to go through a downsizing by the end of August. We are eliminating primarily corporate roles from all areas - Sales, HR, Finance, Operations, Marketing and IT. We are not going to be replacing these roles in the near future. The efforts are part of a reorganization that may lead to our company being acquired in early 2027.
The roles range from mid-level to senior-level people with various levels of experience and tenure. We are making these cuts across several locations throughout the US.
I wanted to give you this context to ask about resources we could potentially offer our people who will be affected by these changes. I have looked into some outplacement firms that could handle a national reduction. We're also putting together severance packages. However, they won't sustain people for a long period of time.
What resources would you recommend I look into?
Any input or feedback would be appreciated.
3 replies
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I'm sorry you're having to handle this. I know it's not easy for you or the upcoming impacted people. It looks like you're checking the box on 2 big components already - severance and outplacement support. Outplacement support can vary in length, so extend it for as long as is sustainable for the organization. I'd also consider extending other benefits at the beginning if you can - including medical and access to your EAP. The outplacement firm may provide this as well, but consider doing a LinkedIn Learning subscription for continued learning while they are in transition.
I also think communication between impacted employees and remaining employees is important. Managers should model the way of offering support. Unfortunately, sometimes people impacted are ignored and forgotten by colleagues that they worked alongside every day. You can build out communication guidance for both sides as everyone is going to feel the impact of this change.
I'll be interested to see what other people suggest here too. Layoffs and job transitions are such the norm these days. I haven't been exposed to above and beyond support in this area, but I hope it exists!
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Steve, would this Director be willing to reach out directly to us with resumes as they draw closer to their separations? Or perhaps share our direct information with them, so they can reach out at their own?
Thanks,
Eric
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Sadly, the number of RIFs has really increased this year and I don't foresee it slowing down anytime soon. There are some good suggestions here, but if you'd like to talk I'm happy to do so in complete confidentiality - that goes for anyone facing this situation. Over the last 30+ years, I have coordinated several hundred RIFs/layoffs, totaling several thousand employees, and would be happy to share my thoughts and resources - too much for a response here. No charge - just one HR pro to another. Let me know and we can set up a call or Zoom. darlene@HRPIInc.com Darlene Mack, CEO & Managing Partner, HR Partners Intl Inc