South Africa one of the countries with the highest unemployment and poverty rate.

Reorganising, re-engineering, downsizing/retrenchment, and the implementation of new technology form part of the long-term strategy – contributing to the already worsening unemployment rate.

So, … what happens when an Employer is forced to reduce jobs due to operational requirements – There is a –

  • Revised business strategy
  • New structure and new/ revised jobs
  • Employees informed of impact

The impact on both the employer and its employees (those losing their jobs as well as those remaining) can be (and is) devastating.

Work occupies a centrepiece in modern lives and serves other roles than merely earning a living.  While work has become a negative value for some, for many it presents a source of purpose in life (De Klerk, 2005).

Work is about a meaningful life rather than just a Monday to Friday activity. Work, occupations and job titles become a source of identity; it helps individuals and society to classify people in terms of class, status and influence.

As early as 1982, Johada stated, “an unemployed (retrenched) person has lost more than an income; he or she has lost status and identity

BUT

Responsible employers support their employees and provide hope, despite the brutal reality….

…and ensure minimal reputational damage to the organisation.

EOH will enable you to be the responsible employer in this challenging time, and minimise the inevitable loss which employees may experience.

Increasingly more organisations turn to external service providers to design, implement, manage, man and coordinate the actual VSP or retrenchment process.  This ensures that the process stays focussed and professional, as the service providers’ consultants have the empathy, listening skills, objectivity and most of all compassion for the employees as we guide them through wrapping up all the last loose ends of their employment.

 

 

 

Leave a Comment

Your email address will not be published. Required fields are marked *