#SucceedingWithoutBleedingSeries #WorkplaceSurvival #HiringFiringDecisions
#SFD 3: Provide Job Referrals
Given that the dismissal did not result from a problem that would prevent a future job referral, the exit interview should include:
– Providing letter of recommendation
– Offering assistance in locating another job ( if necessary)
It is important that we remember that, the fact that someone did not work out for our companies/ businesses in a particular role/ position they held, does not invariably mean that they will not work out somewhere else.
Also, can we ensure that, we train and develop our workforce to be useful to themselves and dependants on a sustainable basis, even if they have to exit the job for whatever reason.
Here is what that will do:
When the chips are down or unavoidably have to lay-off people: The phase is lot seamless without having to deal with angry workforce who could be feeling used/ cheated; It reduces the pressure on the economy because they are able to transit into entrepreneurship by using their skills; It will positively impact on bottomline on the long-run.
You see, the fire brigade approach to handling sudden lay-off or job cuts issues is significantly eliminated.
Bottomline: Don’t just train your workforce to deliver on their jobs/ companies goals. Take a proactive steps to also sponsor courses / train them in areas that will be of benefit to them in achieving their own personal goals too.
Philippians 2:4 Mutual Benefit Limited puts it aptly:
” Let each of you esteem and look upon and be concerned for not [merely] his own interests, but also each for the interests of others.”
Long-term thinking / Mutual Benefit beyond Salary, it is called.
You’d be glad you did, particularly in the stormy days!
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People… Insurance… Sustainable Value
#SucceedingWithoutBleedingSeries #Business-WorkPlaceSurvival #HFD