|EXECUTIVE CAREER MANAGEMENT
It is estimated that in excess of 75 percent of managers and executives who lose their jobs do so because of issues of fit, not because of lay-offs or downsizings, etc. Of these, many, perhaps as much as 50% could be saved if the effort was made early enough and with the right approach. Several significant reasons make solving such problems a desirable option for all concerned.
First, the direct, measurable cost of replacing a key employee can exceed the cost of that persons annual cash compensation when all related costs are considered, such as severance, continued benefits, search, and outplacement to name the most common. Then lost productivity, morale issues and others sources of reduced organizational effectiveness comprise those costs not easily quantified and measured.
Second, the inventory of capable, mature, dependable executives is declining. Fewer people today express an interest in management positions and more and more executives express a desire to leave the managerial ranks stating that the pressures, excess work time and associated responsibility make the increased financial rewards less attractive than in times past. These sources of dissatisfaction are exacerbated by the realization that employment relationships for most people will not be of long duration.
Potential candidates for this service include high talent/high potential employees, under-performing high potential employees, executives experiencing personal crises, key employees involved in management style conflict, stymied/plateaued/burned-out managers and executives considering promotion, demotion, early retirement, transfer or other options to leave the organization.
A meeting attended by the prospective candidates superior, company human resources management and members of the York Career Development team, who will work with the individual, is held to delineate the issues and to establish the desired outcomes.
Subsequently, a meeting is conducted by company management and the candidate to state the concerns, the expected outcomes and the fact that the company is prepared to provide the necessary assistance to help remediate the dysfunction with the goal of maintaining his or her continued employment with the firm. It is desirable that the candidate understands that termination of employment will occur if the desired outcomes are not achieved.
We then meet with the candidate to discuss the process and the extent to which we are prepared to help him or her do what is in his or her best interest. If the candidate desires to remain in the company, we will work with him or her to achieve the desired outcomes. If for any reason the candidate elects not to work toward the stated goals, we are prepared to provide the needed assistance to find new career direction.
Assuming the candidates willingness to participate, the process is conducted over a period of several weeks, depending on the individuals schedule and availability, and is comprised of several components: