By Blair McPherson
How you leave an organisation is as important as how you start a new job.
A good ending is not only satisfying it puts your time into perspective and determines what you feel and what you say about the organisation you have left. In a period of ‘down sizing’ through redundancies and early retirements, leaving is very topical and getting it right is very important for the individual and organisation.
Whether it is to reduce the size of the workforce or to slim down the management structure organisations generally start by making it easy for those who want to go.
Early retirements and voluntary redundancies are on “offer”. However this is only the start. The size of budget cuts required by the current financial climate means major restructurings and compulsory redundancies are inevitable.
A long drawn out process does not make for a good ending. Uncertainty is what people find hardest to cope with. Will I have a job in the new structure? Will I have to go through a competitive interview for a job or be slotted in? What criteria will be used to decide who stays and who goes? When will I know if I have a job or not?
It is important to have a realistic time scale for implementing a new structure and a clear rational for which posts are to go. MORE>>
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