What makes a great leader? Management theorist Simon Sinek suggests, it’s someone who makes their employees feel secure, who draws staffers into a circle of trust.
But creating trust and safety — especially in an uneven economy — means taking on big responsibility. We’ve discussed this all important topic for ASCI members in a recent blog The Seven Tests of True Mastery. As supply change practitioners, we are accurately aware that our industries are certainly not immune to change, making our teams feel vulnerable and stressed. How do we support them?
ASCI members took the opportunity this week to attend the ASCI Networking evening which was live streamed on our closed Facebook page, ASCI Members, to hear what they needed to know about redundancy, redeployment and career transition and how they could make their teams feel safe and secure amidst a domain of disruption and change.
Expecting to hear the doom and gloom of unemployment, members were pleasantly surprised to hear that the top organisations in Australia are offering the very best outplacement services for employees experiencing redundancy or redeployment.
Four Fast facts
- Most employees will experience seven workplace changes
- Most employees will experience an estimated three redundancies
- Four out of five medium to large organisations globally utilise outplacement
- It is estimated 44% of jobs in Australia will be at risk due to developing technology.
According to Brendan O’Keeffe, Nova Partners, career transition is inevitable for all of us and supply chain managers will benefit from learning as much as they can about outplacement services and best practice during a restructure.
Brendan shared the Automotive industry as a best practice case in point, clearly one which is close to ASCI Members’ hearts. In particular, Toyota was presented as an example of a company which has excelled in communicating with employees about the restructure changes in the organisation from the very top of the organisation chart – giving employees full transparency to opportunities on offer, managers who they’d report to and locations in which to relocate.
Career transition consultation was made available to those choosing to move on – some to the most unlikely careers such as professional golfing and entrepreneurial ventures.
Information sharing and advice on roles and responsibilities was sought after employees by management, making employees feel like their tenure made a significant impact to the organisation.
The two year outplacement transition has made all employees at Toyota feel valued and motivated by the changes to the organisation, regardless of the outcomes for the individuals. This is a brand dream for most organisations.
However, Brendan O’Keeffe says many SME companies say outplacement services are a luxury they cannot afford, leaving employees without the support they require during restructures. In leui of this service, supply chain managers are forced to upskill and learn best practice ways to look after their teams during transition.
For more information about outplacement services and career transition, please contact ASCI Corporate Member, Brendan O’Keeffe at Nova Partners: email@example.com.