What do heartfelt leaders do after the lay off?
By Deb Boelkes
Commit to each team member to help them find their next dream job. After you break the bad news, roll up your sleeves and make yourself an ally to the employee as they begin envisioning their future.
To get the ball rolling, ask, “What is important to you in life, and what makes you excited about your career?” Listen closely to each response.
Offer … and make it a top priority … to be available to them in the days or weeks ahead to discuss what they would really love to be doing going forward. Make yourself available whenever they are ready to brainstorm with you about the type of jobs they would love to have. Together, review the companies in the local region or elsewhere that might have good opportunities for them to do the things they really want to do. Suggest customers you may have where they might be able to work. Call around to any contacts you have and inquire about potential job opportunities for each member of your staff. Give referrals freely.
Again, assure the employee that you will do everything in your power to help them land their dream job. Encourage those who wish to explore the entrepreneurial option to start their own business.
If the budget permits, offer outplacement assistance to help them write resumes, coach and counsel them through the job search and placement process.
Coach them yourself through the interview process. Touch base with the team member throughout their interview process at other companies. Make yourself available to run mock interviews and check in often to see how they are doing. They will appreciate having a friendly mentor through this challenging process.
It may seem unorthodox to keep in touch with employees after you let them go. But if you truly care about them, you will want to. And who knows? Perhaps someday, when things turn around, you might be able to hire them back as an employee or contractor.