Position Elimination Talking Points

Over the past several years there has been a trend in technology replacing positions at organizations. The advancement of technology can be a positive thing, but it can also be destructive for those losing their jobs due to it. While technology is a major reason for the loss of jobs, it isn’t the only reason. Business variables such as account growth or shrinkage, changing focus, or mergers and acquisitions can also cause position eliminations. It is important for human resources to have position elimination talking points prepared for these situations.

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It is very important for organizations to give a genuine and honest explanation of why an employee’s position is being eliminated. Learning that you are losing your job is a very stressful life event! Don’t make the sting harsher by not being completely honest with your employee as to why it is happening. Most people are more okay with the outcome of a decision if they can understand why the decision was made in the first place. Those who are angry after having their position eliminated may seek retaliation by posting negative things about your organization online. Providing a genuine explanation will mitigate some of this negative publicity for your employer brand, making this one of the most important of the position elimination talking points.

While these conversations are usually stressful, this specific issue addressed in your position elimination talking points can provide some sort of relief to the receiver of the notification. Many organizations choose to provide support to employees after their position is eliminated. This can be through career assistance support given through an outplacement company, or even by helping them find a new position at your organization. Providing these types of support lessen the negative impact to your employer brand, and is also the ethical thing to do for employees who aren’t being let go for poor performance.

This is one of the most important position elimination talking points. Make sure to discuss how the employee’s pay and benefits will be affected during and after the transition. The employee should understand the severance pay they might be receiving, how long they will have access to their benefits, and how they should wrap up any activities corresponding with their benefits. Make sure to have documentation of this all on hand, and that you consult with your legal team ahead of time.

Raymond Lee

Raymond Lee is the President of Careerminds, a global outplacement company based in Wilmington, Delaware. He has over 20 years of human resource, outplacement, and career consulting experience. He has his bachelor’s in psychology and holds a Master’s Degree in Industrial/Organizational Psychology from Louisiana Tech University. He is active in SHRM and ATD. Raymond’s been featured on SiriusXM Business Radio, CareerTalk, and the Wall Street Journal and he’s published a book titled, Clocking Out: A Stress-Free Guide to Career Transitions.