The days of working at the same company throughout the length of one’s career have all but gone the way of the pony express. Even employees who work long hours, take on additional projects or who volunteer to spearhead community and charity events for the company where they work are given pink slips.
Employees Being on the Brink of Unemployment
Departmental and firm wide reorganizations, acquisitions, mergers and economic conditions are types of events that impact the status of an employee’s job. The decision to eliminate a position during a broad layoff or reduction is typically communicated to impacted employees on or near their last scheduled day of work.
Receiving notice that their job has been eliminated can be difficult for impacted employees who must find a way to remain motivated while they look for new work during periods of unemployment. The choice to release employees is generally not an easy one.
Few people, including hiring managers and line supervisors, want to see a good employee leave the firm. However, it does happen. By following the below steps, impacted employees can make their exit as smooth as possible and increase their chances of landing a job elsewhere.
Value and Role of Human Resources
Generally a relationship manager or other professional from the company’s Human Resources department will meet with released employees to review their severance package. However, if Human Resources does not automatically reach out after employees have been told that their position has been eliminated, those employees should contact their immediate supervisor and request a meeting with Human Resources.
