The Case for Automated Workforce Redeployment
It seems like change is the only constant in the workforce right now. Anyone who keeps an eye on the news can tell you that waves of layoffs and reports of job growth have been materializing side by side for a while now, with no signs of stopping. Every industry is shifting and changing with the times, growing in some areas and shrinking in others.
If you’re a leader in your organization and/or you manage people, you know that layoffs come with the territory. You also know that they’re awful for everyone involved. They force incredibly tough decisions for leadership, they throw a wrench into people’s lives and livelihoods, they make for terrible PR, and eventually all that severance money starts to add up. Not exactly fun stuff, right?
Fortunately, there’s a way to limit layoffs before they have to happen, especially when a company is growing in other areas. With some help from automation, we can effectively (and happily) redeploy our people instead of letting them go.
It’s simple. There are bound to be open roles elsewhere in any organization, and there’s a strong possibility that some of the about-to-be-laid-off folks have what it takes to fit right into them. At the very least, it can’t hurt to explore all the options. At the very best, it can be a huge win all around.
From the employee perspective, moving to a new role at the same company already beats being suddenly out of work. It could even be a long-desired change in career path, or an exciting new opportunity to learn, grow, and shine.
From the employer perspective, there’s a whole lot of time and money saved. Time to fill and cost per hire for all the open roles gets instantly and drastically cut. The major cash comprising all of the impending severance packages gets to stay right where it is.
Better yet, an organization that considers itself “people first” gets to truly live up to that promise. Layoffs can do some serious damage to even the strongest of employer brands.
The problem has historically been, people don’t know to look inside, and orgs forget to look inside as well. Which is why automation and autonomy solve this particular problem so elegantly. When we provide people with visibility into the orgs growth, and let them know where we have open roles, they can self-service themselves into those open roles. This means, you don’t have to do much other than…connect the dots that need to be connected and can be connected in an automated way.
The best part of automated workforce redeployment is the first part. If your company is utilizing a comprehensive talent mobility solution, the whole process is automated. In just a couple of clicks, layoffs and all the consequences that come with them can be redirected into a future that works better for everyone involved.