Comment: A cold approach to redundancies makes less sense in an interconnected Gig Economy
Does your organisation do enough to support redundant staff? Does it pay the minimum required and give a glib ‘Better still, does it invest in outplacement or career-transition to help redundant staff across the organisation? Does it invite them to alumni events, offer mentoring support and make an effort to help them find another job?iStock
Nevertheless, expect firms to spend less on career-transition services in coming years as staff tenures fall: why offer this support to somebody who has only been with the firm for a year or two, when corporates budgets are being cut. Sadly, more workers seem to be on their own in this project-based gig economy.
To its credit, the firm paid for months of career-transition support, even though I was a junior employee. The outplacement firm helped me repackage my skills for a journalism job and I never looked back. This blog may not have been written if not for that support. Ethics aside, it makes commercial sense to provide career-transition support, where possible. Helping a redundant employee find their next job reduces ill-feeling and lowers the risk of them damaging the firm on the way out.
Granted, some firms cannot wait to get rid or trouble-making or lazy staff who are purposely made redundant. They want to sever the relationship, so why invest thousands of dollars in outplacement support? The employee does not deserve support.
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