Check out five tips to help workers take the next step after a layoff

One of the most delicate moments in a professional’s life is when he is fired – or resigns, depending on the context – from a company. The factors are diverse: dismissals involve problems such as lack of productivity and commitment, lack of alignment with the company’s culture and even disagreements with direct leadership.

According to a study by Gartner, 30% of employees leave because of their boss and 20% are looking for a better work-life balance.

According to Marcus Giorgi, partner at EXEC, a consultancy specializing in Executive Search, a dismissal or resignation is never a commonplace and easy situation.

“When an employee is dismissed, this news usually takes the person by surprise, even if there are indications that the company is not doing well or that he perceives an unfavorable climate, either in the area where he works or due to his distant behavior. Being, in fact, disconnected generates a climate of sadness and self-reflection”,

he said.

Giorgi points out that the request for dismissal does not occur overnight in the professional’s mind, whether he is dissatisfied or unmotivated, or because of the work environment, because he does not feel valued, among other factors. And he warns about the importance of leaving the current company through the front door.

“Usually the resignation comes when there is another job proposal already triggered. Even if there is a change, it is essential to make this ‘exit’ occur without any wear and tear, because tomorrow the employee may be back and any inappropriate attitude may weigh in the future”,

account.

Challenges and care

In order to make both situations – both being dismissed and resigning – something that does not jeopardize one’s professional career, the EXEC partner points out that it is important to try to find the causes, in the case of dismissal, and follow the hierarchy when communicating about the decision to leave the company.

“In the event that the employee is dismissed, it is important to try to understand the reason for such a decision, so that he has realistic feedback on the true reasons for this. And if he decides to leave the company, the decision must first be communicated to his direct manager, as a matter of respect”,

he said.

Marcus points out that it is important to maintain a polite and polite posture in both situations. “When receiving such news from HR, it is necessary to remain calm and balanced, avoiding an impulsive and emotional reaction, no matter how painful the moment, in which we feel excluded. A polite and civilized behavior will serve, in some way, as a future professional reference. Also, it says a lot about your resilience and rationality.”

When talking to the manager about the new path to be taken, Giorgi emphasizes that it is advisable to objectively expose the main reasons that led the professional to make this decision, whether linked to financial reasons or the desire to live new lives. experiences in your career.

One of the situations that employees face when communicating their decision is to be surprised by a counter-offer to stay at the company. However, the EXEC partner does not look favorably on this type of attitude. “If the offer to stay happens precisely in the resignation request, it is questioned why this promotion or salary increase did not happen sooner. Particularly, I think it’s very bad for the employee to go back when he accepts a new proposal because he was seduced by a promise to earn more or things to improve. This denigrates the image of the professional before the future employer and the market. He enters a ‘blacklist’”.

Plan the next steps

After experiencing these situations, Marcus – who came from the corporate world and has also gone through these challenging moments throughout his professional journey – emphasizes that one must be careful when reporting the reasons for leaving the previous company.

The truth is always the best way, according to him. “The justifications can range from lack of identification with the function performed, alignment with the organizational culture and management, among others. The important thing is not to hide reality and not speak ill of the company.”

While the new opportunity does not arrive, in case of experiencing an unexpected shutdown, the EXEC partner gives six tips to help the professional prepare to reach the new path in their journey.

• 1 – Take a few days off

This is important to let the dust settle and take the time to take care of personal matters that were being put aside due to lack of time or rush due to work.

• 2 – Look for serious professional advice with references

According to Marcus, this can be done via career coaching or outplacement (reintegration of professionals who are still disconnected from the job market). “This will help professionals to better understand their skills, see other possibilities in their field of work, and keep their well-structured resume and LinkedIn page updated and attractive – with keywords highlighted, in addition to highlighting their strengths and competitive advantages. . All this helps to avoid emotional problems caused by the negative impact of a layoff”. In addition, according to him, it helps him to look for opportunities that have to do with an environment in which he feels comfortable and aligned with his purpose.

• 3 – Reactivate and maintain your professional network, through people you have worked with in the past

However, maintaining good professional relationships is something that must be nurtured even while the professional is employed. “Because at these times these contacts can open some doors”, adds Giorgi. Resuming conversations with professionals who have not been interacted with for a long time is not always effective. “This shows that the professional is seeking the conversation only when he needs them, at the time of unemployment.

• 4 – Make contact with headhunters who work in the segment in which you want to work

“Take advantage of the opportunity to introduce yourself, be on your radar and make it clear what type of company and organizational culture is in line with the purpose and professional aspiration”, emphasizes the EXEC partner. Depending on the position level – executives and C-Level – they are normally not disclosed to the market, being only known by these people selection professionals.

• 5 – Activate the HR of the “chosen” companies

Marcus points out that the strategy of introducing yourself to the HR of these companies, whether by referral or through opportunities posted on LinkedIn, can yield good results. “The professional should introduce himself, invite the job manager for coffee and explain his motivations and objectives”

A professional career is something that must be handled with care, concludes Marcus. “It must be drawn seriously and professionally. That is why it is important to calculate all these steps so that the journey is one of ascension and prosperity, with doors always open in the job market”.

*With advisory information

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