This old adage is so true whether applied to recruitment methods, meetings or retaining talent to name but a few areas.
Blog
“People Are People” cue a song
It never ceases to amaze me how easy it is to forget that a business is its people!
In my career I have experienced on occasions, where large organisations have undertaken a redundancy situation, allowed the process to take over and the individual people be forgotten. However, recently working with a client in a small business, unfortunately the same scenario happened.
The company had its own agenda and time frame that it was going to stick to, no matter what! My client just happened to be caught up in the process they had to deliver. No thought was given to the fact that this was “new news” for my client or that my client was human and had emotions and feelings relating to his redundancy situation.
The Company couldn’t understand how my client “couldn’t see this had to be completed quickly”. The company may have been considering and planning this change for a significant amount of time. However, for my client and anyone else who finds themselves in this situation, hearing for the first time “that their role will no longer exist in the new structure”, can be a devastating experience which triggers a whole array of different emotions and feelings. For example shock, denial, anger, sadness, guilt, anxiety, fear and relief, and maybe even excitement.
These changes can be a rollercoaster for individuals. What’s important in these situations and every interaction where people are involved is to treat people as “humans” and how you would want to be treated yourself.
Change is a process (see” Kubler-Ross Change Curve”). Employees are comfortable with and prefer the current state. Transitioning through change can create a variety of emotions and feelings as stated above. In most cases, the future state is unknown or not well understood. In reality, each impacted employee has his or her own current and future state and not everyone arrives at the future state at the same time. Some employees may never make the transition.
As a business you can choose how you support any of your employees who are at risk. What is important is to recognise the transition that individuals will go through. If you can provide individuals with career transition support, they are more likely to see their career transition as an opportunity.
Realise – every member of staff is different and experiences different reactions to change.
If you are someone who is themselves at the moment at risk of being displaced, acknowledge that you will experience some if not all of the reactions, described in Kubler-Ross Change Curve, however view this change as an opportunity to improve your career.
You could achieve and do something you have always wanted to do, secure a role with an organisation whose values are truly aligned to your own, and/or secure a role/career that sets you on your path to your long-terms goals, to name just a few opportunities.
Aspire to be all you can be. Stay positive and be easy on yourself.
Any finally if you are a business, Do – treat everyone as you would want to be treated yourself. If you are that individual Do fulfill your dreams! If you knew you couldn’t fail, what would you be doing?
If you fancy a throwback to the 80’s click the chaps below!
If you would like more information on career transition coaching, please email me
Blog Posts
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“If you do what you’ve always done; you’ll get what you’ve always got”Posted by Jacqueline Jardine - Tuesday, 22nd February 2022 at 11:30am
This old adage is so true whether applied to recruitment methods, meetings or retaining talent to name but a few areas.
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One of the positives of the pandemic is that there is no longer the monopoly on leadership due to position.Posted by Jacqueline Jardine - Friday, 17th December 2021 at 9:30am
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I have previously written about "Belonging - what does this mean to you?" (http://j-w-c.co.uk/blog-display/293). I want to now build on this and consider it from a team's perspective and what it means if you are a manager leading a team currently.Posted by Jacqueline Jardine - Wednesday, 8th December 2021 at 8:15am
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Earlier this year, I completed my Mental Health First Aider Training (MHFA) England, something I had wanted to do for a little while.Posted by Jacqueline Jardine - Friday, 19th November 2021 at 8:15am
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Recently, I was delivering the "First 90 Days in your New Role" for LHH. This is a workshop which generates great discussion around helping people who are still interviewing to find their next appropriate opportunity and to think about how they would answer this question at interview.Posted by Jacqueline Jardine - Tuesday, 21st September 2021 at 3:15pm
