Career Transition: How To Support Your Employees


With up to a third of all global jobs feared lost due to COVID-19, dealing with employee career transition has become more important than ever. How your company handles redundancies has a huge impact on the people who leave, the employees who remain, and your company’s reputation - handle it badly, and disgruntled former staff can do considerable reputational damage. Here are our guidelines on how to guide departing staff through what can be a difficult and stressful time for them. 

Provide Counselling

Losing your job can be one of the most emotionally stressful things that can happen, and so counselling for departing employees is one way to make their career transition a little easier. Whilst it may seem counterintuitive to pay for counselling for an employee who is departing the company, it has a number of benefits. Firstly, it helps ensure that the employee leaves on good terms and with a positive attitude towards your business - this helps prevent any reputational damage, and also avoids burning bridges should you wish to rehire that employee when the economic situation improves. 

Secondly, it shows your remaining employees that, although you have had to make difficult decisions and let employees go, you are prepared to handle it in the right way and help them deal with the situation. And thirdly, providing psychological support to employees, especially those who have been released, is viewed as an excellent employee benefit and will give your business something of a halo effect.

Assist with Financial Planning

Losing your job doesn’t just cause emotional stress; the financial damage can be considerable too, especially for employees with families to support. As well as making sure that departing staff get the final salary and any other compensation they are entitled to, help them with their career transition by giving them advice on how to budget for the next few weeks/months when they may be out of work; provide them with references for future employers; and make introductions to other firms you know who may be recruiting. Again, taking this kind of helpful and caring approach reassures your remaining staff and positions you as a company that treats its employees with care and decency, and helps avoid reputational blowback. 

Give Career Guidance

As well as giving employees financial advice, help them with their career transition by giving them guidance on their future work path. After all, you hired them and have been developing them for the last few months/years, so you more than anyone understand their strengths and weaknesses and where the future may take them. Conduct a final appraisal and let them know what they’ve contributed to your business and what has most impressed you, as well as giving constructive criticism on where they need to make improvements. Recommend new skills that would benefit them as they move on; suggest roles and specific companies where their abilities would be a good fit; find out their ambitions and dreams and let them know what they need to do to achieve them. 

You may not be top of their personal popularity charts after letting them go, but taking the time to review their performance and guide them through their career transition will help them see you in a more positive light, as someone who helped move them forward in their career rather than backward. 

Use a Professional HR Specialist Service

Whilst you might normally associate HR professionals with helping you hire new employees, many HR companies are now providing an outplacement service to help you handle the difficult task of dealing with employee career transition. An outplacement service can help you in a number of ways including guidance on ethical employee layoff procedures; maintaining healthy relationships with departing and remaining staff; avoiding the risk of excessive compensation or legal action; helping you advise and counsel employees; and generally ensuring employee layoffs do not affect your reputation. 

An outplacement service can also help employees by finding them new jobs, and to deal with the emotional and financial fallout of their career transition. 

Career transition is never an easy process for employer or employee, but by taking the right approach, the experience can be turned into a positive for both parties. For more information on handling career transition please contact Pasona Thailand now