Traditionally, the taste of retrenchment can be bitter, but sometimes the situation opens up tons of opportunities with the potential to transition into sustainable businesses and freedom to navigate within and explore the fullest of who you are.
The experience of retrenchment is not new as research shows that it happens to most employees at least three occasions throughout their career. For this year alone, we have had many instances of displacement, some at bigger levels than others with two of those being major industry players. Like many other lifestyle and/or corporate issues, it is no longer business as usual as certain decisions around sustainability and profitability must be taken and this does not resonate only within the T&T context.
Being able to accept and manage workplace issues requires a change in vision as well as a new narrative that says whilst I am employed with company X, I’d perform at my optimum and treat my employer in the same manner in which I’d treat with my own business. More importantly, whilst you’re working in alignment with your employer’s strategic objectives, you too must also develop your own personal objectives that include a sustainability plan that includes multiple income streams, as far too often individuals spend years in a company and ignore this very important aspect of their life…it’s the new world reality that can’t be ignored.
Retrench respectfully
I have seen a number of instances where employees felt pain by the method in which they were retrenched. Whilst I understand that as a line manager, you’re perhaps just the messenger, it is critical that the approved channels of communication are followed as the impact can pose lifelong challenges for affected employees.
Keep in mind that the retrenchment equation comprises two main components—employer profitability+employee emotions and one cannot be considered in the absence of the other. The process begins with the manner in which the information is communicated as well as the content. Start by sharing the purpose for the company’s decision—though some employees may disagree, they would understand the reason for the decision.
Remain calm whilst communicating. Get straight to the point and advise of the decision very early in the discourse and avoid tiptoeing around the information. Always be prepared to listen and be sure to wait for the employee’s response; ensure that your communication is sufficiently clear to be understood by the employee.
The language used in disseminating the message is critical as positions are redundant. Be clear on the decision and process for exiting and avoid making promises which you may be unable to fulfil; provide proper reference points such as the Human Resources Department or the Employee Assistance Unit so that affected employees can trust the process. Some companies are equipped with an outplacement service which provides support to employees in managing their future as well as acknowledging and normalising their emotions.
Insensitivity should be excluded in all employee communication and so managers should avoid statements such as—I think we’ve been pretty generous; it’s not the end of the world; don’t worry you’re not the only one. These are just pins that inflame an already painful situation. Losing a job can be extremely heart-wrenching for an employee depending on the level of emotional attachment associated with their employer.
Surviving retrenchment
Whilst you’re unable to change the decision, you can definitely influence your future; start assessing your skills and talents and enhance your professional brand with your positive attributes. Develop a renewed work plan that includes a list of companies which may need your skill sets; enhance your network through increased connections; keep informed, stay relevant, and share insights and industry knowledge; update your CV soonest in alignment with the many jobs requiring your talent; identify a trustworthy mentor for additional support and guidance; align yourself with positive individuals who can strengthen your future and not continuously return you to your past particularly in relation to your retrenchment experience.
Don’t marry your job
I understand how emotionally attached one can become to their job especially when it sits comfortably in their arms of passion. However, in this new dispensation, it’s best to view and treat with your job as a business, adopt an all-time positive approach and always perform at your optimum understanding that your contribution adds to your employer’s profitability. We are operationing in environments that continue to evolve rapidly, and despite the negatives, employees must urgently revisit their skill sets and mindsets to ensure that they’re always aligned with their company’s strategic imperatives. Permanent jobs are no longer guaranteed, and so, employees are shouldered with a greater responsibility to ensure the delivery of top-notch performance.
Adriana Sandrine Isaac-Rattan is president of the International Women’s Resource Network/Communications Consultant.