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Here’s Why You Should Support Employee Transitions

  • Written by NewsServices.com

It’s an unfortunate fact of doing business that you can’t keep on all of your employees forever. You will have to let people go -- and sometimes, you’ll have to let a lot of people go. When you’re forced to make employees redundant, offering outplacement services can help them transition more smoothly into new roles -- and offering that transitional support has real benefits for your organisation.

Employees who take advantage of outplacement services when leaving a company are more likely to transition into new jobs sooner. Outplacement services can create a better transition experience for those made redundant -- they can help redundant employees cope emotionally as well as offering them the professional services they need to find another position. As an employer, you’ll enjoy a stronger reputation as an organisation that takes care of its people, even when they’re no longer its people. As a result, you’ll face fewer lawsuits and attract better job candidates when you’re ready to bring on new talent once again.

Redundant Employees Will Move on Faster

Outplacement services are meant to help redundant employees transition as smoothly as possible into new roles. They typically consist of services like career counseling, skills training, networking opportunities, and access to job opportunities that may not be available to the general public or may be hard for redundant employees to find on their own. Outplacement services can be especially helpful for employees who have been with your organisation for a long time, perhaps filling the same role for years -- these employees will typically have rusty job search skills and may need help practicing job interview skills, updating their CVs, and drafting their cover letters. Employees who get this kind of assistance with a forced career transition will find new employment faster, and that can mean better outcomes for your organisation, too.

You Can Take Some of the Sting Out of Redundancy

Losing a job is stressful and difficult, especially for those employees whose identities are wrapped up in what they do for a living. Offering outplacement services to redundant employees can make the transition process less stressful. Just having something productive to do in the days immediately following a redundancy can make a huge difference to an employee’s state of mind and emotional well-being, as they’ll be equipped to feel more in charge of the situation. Many outplacement services firms also offer emotional and psychological counseling services, as well as group networking sessions and seminars where job seekers can meet others going through the same thing.

Your Reputation Will Benefit

An employee that fails to move on to another position quickly after a redundancy is one that is more likely to become disgruntled, and few things can damage your corporate reputation like disgruntled former employees. Unhappy people who resent losing their jobs and don’t have support for their career transitions will post bad reviews of your company online and speak badly of your organisation to their friends. You can quickly get a reputation for being an uncaring organization that doesn’t do right by its people. Your organisation will struggle to attract top talent and may even lose customers if you get a reputation for being harsh to your workers.

You Can Avoid Lawsuits

An investment in outplacement services can benefit your organisation in many ways, one of which is by helping to prevent lawsuits. Outplacement services can give an outgoing employee a better experience with his or her career transition. That feeling of being supported, combined with the actual help an employee receives, can discourage him or her from feeling the need to file a wrongful termination lawsuit.

Your Organisation Will Attract Better Job Candidates

The best job candidates want to go to companies that take good care of their workers, and that means they’re looking for the best benefits packages. To look appealing to top candidates, you need to offer competitive annual leave, benefits like life insurance and disability insurance, and outplacement services. You should lay outplacement services on the table with your other benefit when you’re courting a new candidate or bringing on a new hire. More of the best candidates will want to work for your organisation when they know they’ll be supported, even after they leave the company.

Outplacement services are quickly becoming an essential employee benefit, especially in today’s uncertain times. Offer your employees the support they need to transition away from your company, and you’ll reap the benefits in terms of productivity, high morale, and a great corporate reputation.

Client Communication: 4 Essential Tips for Freelancers

  • Written by Daily Bulletin

The workplace world doesn’t operate on the same rules it did a decade or even a few years ago. Now, much of the interactions between clients and business owners go on behind a screen.

Depending on your freelancing gig, you may never see your clients in person. So, your written and phone skills need to be on point, or you’ll face the dreaded messaging miscommunication.

Yes, this is a real problem. Research shows that written messages have been the cause of many interpersonal arguments and the downfall of relationships.

And your client/business work is a relationship, one that you want to work out well for everyone involved and your reputation.

So how do you avoid these all-too-common mishaps and misunderstandings? From texting to talking, we have the tips to teach you the essentials of client communication.

1. Get and Give Clear Expectations

As a freelancer, you have a skill. You’re the expert, and someone is paying you to do what you can do and they can’t (or don’t want to). So, you know best, right?

Not all the time.

Many of us are guilty of assuming we know what the client wants, and they automatically know our processes. If you don’t have a long-standing relationship with them, this probably isn’t the case.

To prevent the assumption issue, make these tips your ironclad “new client” communication formula:

  • Introductions and client’s initial request

  • Probe and listen to their problem

  • Review their planned solution for feasibility and repeat it back to them to make sure you understood the job and their expectations

  • Respond with a clear acceptance of an “as is” job or offer suggestions that would make it possible (extended deadline, different solution, more money)

One more essential way to cover your bases is to use a written contract. This would be where you set deadlines, milestones, payment terms, etc. clearly.

If you’re not sure how to make a legally binding contract, head over to Gigly. With Gigly, you get discounted access to a team of dozens of services ranging from heath insurance to legal services.

Keep everything in writing as much as possible, so you always have a reference to point back to if necessary.

2. Keep in Touch

Since you’re already making checklists, go ahead and add one to remind you when it’s time to check in.

If your project has a short turnaround time (TAT), this isn’t as important. After your initial agreement to take on the job, let them know when you get started and when they can expect to have the final product.

Jobs beyond a three-to-five day TAT, or those that are more complicated, need a little more involvement on your part.

When you take on a job, add a reminder to your calendar of when you should connect. These communications could be a simple, “All is going well and work should be ready by the deadline,” or a request for approval on a draft before you continue to the final work.

If you expect a delay for any reason, the sooner you can tell the client that it’s a possibility, the more time they have to adjust on their end.

3. Set Milestones for Feedback

When you’re generating the initial contract, an easy way to “read your client’s mind” on communication is to just ask them!

Some clients want to be part of every step. Others don’t want to worry about the job until it’s time to collect the work.

What milestones would your client like to be informed about? For example, if it’s an art or writing project, do they want to approve the outline and rough draft? Or do you have the creative freedom to do whatever you think is best?

Include these milestones in your contract, and then abide by them. If the client complains later, you have a written document that shows you were honoring their instructions.

4. Keep Your Communication Simple

As much as you want to expound and elaborate on every message you send, the reality is most people don’t want to know the details. If they do, they’ll ask for more clarification.

Keep your sentences short and simple. Get to the point first, then expand on the need-to-know details afterward.

As an example, a message that your work might be delayed could look go, “Hello, I’m touching base to give you a heads up that our deadline may need to be pushed back a few days. The supplies that we ordered were supposed to be here yesterday but now won’t be here until the end of the week.”

Simple, to the point, and if the client wants more information, they can ask.

Conclusion

Your work may be on point, and your expertise second to none. But if you lack communication skills, you may find it hard to get repeat business and 5-star feedback.

With these four simple tips, your reviews will be as amazing as your finished products!

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