Here's how you can help your team regain control of their career paths post-layoff.

Most organisations today are goal-driven and analytic-oriented. Setting the right goals is key for driving performance and moving the organisation toward its long-term vision. Team goals are performance objectives that require the contributions of everyone on the team. The best team goals are co-created with the team members and aligned with the organisation. Setting team goals collaboratively with your team has many benefits for you as the leader, your team members, and the organisation as a whole. 1. Team goals help team members understand how their individual work fits within the group. 2. Team goals facilitate better accountability and encourage ownership 3. Team goals create opportunities to build trust and collaboration.

In my experience, helping the team reassess their goals after layoffs is crucial. Encouraging team members to reflect on their passions and strengths not only provides a sense of purpose but also helps identify the skills and experiences needed for future growth. By setting new objectives, the team can focus on moving forward and building a stronger, more resilient future.

Work with them to identify their skills, experiences, and interests, helping to redefine a career plan aligned with their aspirations. Assist in updating their resume and LinkedIn profile, highlighting their most relevant competencies and achievements. Additionally, provide guidance on how to adapt their job search strategy to meet the current market demands, including networking, participating in industry events, and taking skill-enhancement courses. This comprehensive support not only boosts the professional's confidence but also improves their chances of standing out and finding new opportunities in the job market.

In my experience, enhancing skills is essential for career progression in a constantly evolving job market. By guiding the team to identify industry trends and in-demand competencies, and supporting them in finding relevant courses or training programs, we can bridge any gaps in their skill sets. This proactive approach will not only make them more marketable but also boost their confidence as they navigate their career paths post-layoff.

Networking Is Working I have found that Networking is one of the most important professional skills you can develop. It is defined as ‘exchanging information, contacts and experience for professional or social purposes’. It’s about building two-way, mutually beneficial relationships—one person at a time. I truly believe that people who build strong internal and external networks within their organisation are often better positioned to: – work collaboratively – be aware of greater opportunities for our company – be in touch with the right people to get ‘things done’. We make a living by what we get; we make a life by what we give”

In my experience, networking is a powerful tool in career development, especially after a layoff. Motivating the team to reconnect with old colleagues, attend industry events, and join professional groups can open doors to opportunities that may not be publicly advertised. Encouraging them to share their career aspirations with their network can often lead to valuable leads and advice.

Promote internal and external networking events, such as meetups, webinars, or informal gatherings, where team members can reconnect with former colleagues and make new contacts in the industry. Encourage them to prepare an "elevator pitch" that highlights their recent skills and experiences, facilitating meaningful conversations. Additionally, create online discussion groups or forums within the company where professionals can share job opportunities and market insights.

Personal branding is everything, and that’s not an exaggeration. A good way to explain it is to think of it as your reputation. It’s a reflection of who you are which can be gained not only in person, but online. With aspects of our lives being made available on social media, it has become the norm for prospective employers to Google applicants prior to selecting them for interview. Your personal brand should be true to who you are and not be consciously constructed. There are, however, practical steps you can take to round off some of the edges to give yourself the best chance of success. Firstly, know your audience. Who are you trying to appeal to?

In my experience, personal branding is essential in today's competitive job market. Assisting the team in crafting a compelling narrative around their professional journey and highlighting their unique skills and accomplishments can set them apart. Encouraging them to update their resumes and LinkedIn profiles to consistently reflect their brand will make them more visible and attractive to potential employers.

AI tools can analyze your work history, skills, achievements, and feedback to identify patterns and highlight strengths. Based on this data, AI can help structure a cohesive narrative that not only emphasizes your competencies and experiences but also aligns your professional aspirations with current market demands. Additionally, AI can suggest improvements to your resume and LinkedIn profile, providing personalized insights on how to present your skills more attractively and relevantly to recruiters and employers.

In my experience, encouraging the team to explore a wide range of opportunities, including those outside their previous roles or industries, can be very beneficial. This could be the perfect time for them to pivot into a new field or take on a role they've always been interested in but never pursued. Helping them understand that a layoff can be an opportunity for growth and exploration, not just a setback, is crucial for their career development.

Empowering staff is an essential part of a manager’s job and assist them to reach their potential and it is an aspiration any manager should have. It’s also important to remember how tricky management can be, because it requires dealing with different types of people and they all have their own personalities, goals, behaviours and motivations. This means there’s no single encompassing solution when it comes to managing a team. Part of the encouragement and seeing the potential in your team members means you should look out for opportunities for them to advance in the workplace when those arise, or to push individuals in the direction of joining a project from their skills and knowledge. This will also help them demonstrate their abilities

In the fast-paced world of business, having a positive mindset can make a huge difference. Positive thinking is not just a way of life, but also a powerful tool to help you overcome challenges and achieve success. It is about focusing on solutions instead of problems and cultivating an optimistic outlook toward life. In this blog, we will delve into the power of positive thinking and how it can be developed to reshape your mindset. You must love what you do. In order to be truly successful at something, you must obsess over it and let it consume you during your process of achieving greatness. No matter how successful your business might become, you are never satisfied and constantly push to do something bigger, better and greater.

If I had to dismiss someone who was performing well on my team and I want to help them with job placement, it's important to reflect on the actions that could have been taken to avoid the dismissal. Maintaining open and transparent communication about performance and expectations, as well as providing continuous feedback, could have helped identify and resolve issues before they escalated. Investing in training and professional development to strengthen the employee's skills and competencies is also crucial. Additionally, promoting an inclusive and collaborative work environment can increase employee satisfaction and retention.