The Hindu Business Line : Job loss

In India, the company we work for, the designation we hold and the role we play is of utmost importance and is quite often an indicator of one’s social standing and power. More often than not the ‘who’ and the ‘why’ of our being is derived from the job that we have. Therefore, as opposed to the Western mindset, losing one’s job is a very sensitive topic and is a situation that can be extremely difficult to manage in the Indian context.

Many of us closely identify people by what they do for a living. Losing one’s job ranks among the highest stress-causing situations comparable to events such as a death in the family, divorce, and serious illness which alter the course of one’s life.

Job loss can have a profound effect on your emotional well being. Most people experience a typical cycle, which includes denial, anger, frustration, and eventually adaptation.

Coping: Once one has come to terms with all matters emotional and practical, it is time to move on. One must decide where to go from here. First, one must introspect and analyse why he/she lost the job. Was it on account of the company downsizing? If so, is this a trend in the industry? Does one want to stay in the same field? Is a career change in order? If not, maybe this is a good time to add new skills in order to make one more marketable. Rather than looking at a job loss as a horrible thing, it might be better to consider the positive implications of this situation. Make use of the time to make some changes — switch careers or industries, learn new skills or improve upon the ones you already have, or, perhaps, consider relocating. Look forward to the next opportunity. Do not indulge in self-criticism or complain with a spirit of helplessness. If you are overawed by the situation, you will get confined to the present. You never know what doors this turn of events may open for you.

Moving on: In the end, the basic tenet that one needs to abide by is that enthusiasm and success go hand-in-hand but enthusiasm precedes success. Enthusiasm inspires confidence and raises the morale. Commitment leads to enduring relationships that last through thick and thin and, therefore, one needs to get back to the promises that one has made to oneself. Remember nothing lasting has ever been created without commitment.

How best to cope with layoffs

Monisha Advani

In the current economic environment lay-offs are inevitable. During such times, the communication between the HR advisory and the employees is critical and they should be sensitive while communicating such messages. Employees should be informed about the economic environment, its impact on the company and seek suggestions from them on how to improve productivity in the given conditions.

For a laid-off individual, it’s essential to deal with the situation realistically and this is best done by analysing his/her position and looking into the future. It is a good opportunity for an individual to reflect on his abilities and sharpen his skills.

In India, the lay-off is still a very sensitive issue. For companies another effective solution to this could be outplacement, which is serious business in markets such as the UK as companies are conscious of their responsibility towards employees rendered redundant as well as their own positioning.

Companies create outplacement cells on their premises, so as to make it convenient for employees requiring these services. It is not uncommon to build assessment centres around the programme so as to allow a fresh calibration of the individual’s competencies. In addition, employers make it a point to equip such programmes with occupational therapists and psycho-analysts to help the personnel impacted cope with the change.

When planning ahead, there is nothing stopping a candidate with suitable qualifications and experience from switching industries.

It’s a question of how best they market themselves to their next employer in another service sector. A case in point could be the insurance sector. They would be receptive towards people laid off in the other sectors since they would continue to expand their sales forces.

(Dr Pallab Bandyopadhyay is Vice-President and Head, HR, Asia-Pac, Perot Systems, and Monisha Advani is Managing Director, Emmay HR.)

(The second and concluding part of a series that brings to the fore the travails of the young manager in these tough times.)

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