The vantage point of a Life-Recovery & Work Balance Coach for the Employers & Employees
- Enricovery2Gether
- Sep 30, 2020
- 4 min read
Updated: Oct 12, 2020
Because in all industries the subject of Terminating and Hiring employees is very real.
For consideration and Keeping the Safe Conversation Alive:
A brief view of the Current Socioeconomic Turmoil. - Terminating vs. Hiring and Counting The Cost, and the Alternative for the Human Resources Employee Assistance Program (EAP) *Which is a work-based intervention program designed to assist employees in resolving personal problems that may be adversely affecting the employee's performance.
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I completely agree with the insight presented by Laurie Rutherford in a LinkedIn posting date, 9.29.2020.
~ "People are still your best asset. That’s not going to change". ~
This was insightful and inspiring enough for me to motivate me to present my view or case into the following subject matter at hand.
I am writing this brief commentary from the vantage point of a Life-Recovery & Work Balance coach with many years of personal and professional coaching/mentoring experience. I have encountered and resolved many causes that have had a significantly negative impact concerning Employee Retention issues. Most of the problems that culminate in employees being fired or leaving disgruntled such as, lateness, absenteeism, frustration, adverse attitudes, and more may be effectively addressed by implementing professional Life-Work Balance Coaching Services as a wise investment. By default, and in many ways, the positive outcomes of a Life-Work Balance Coaching approach will go well beyond the participant employee as a benefit for the department/organization. Let us also consider the financial flexibility of potentially being able to negotiate coaching services into actual cost-effectiveness.
Cost-effectiveness Facts
Here is a weblink to a Nov. 20219 article by PAYCHEX Worx, that presents data about the cost of firing & hiring. – The true cost of firing an employee, and more
Corporate Training Options
I must also mention that there are existing options that facilitate an employer to properly invest into equipping their supervisory and/or managerial staff with certified coaching knowledge training as a contingency in place before outsourcing such services unless necessary.
Resources Weblinks:
Thought-Provoking Questions
Q1. If people are still your best asset, shouldn’t your investment be into the strengthening of those best assets?
Q2. Have you calculated the all-encompassing cost/risks of Firing, Rehiring, and Training VS. Nurturing, Equipping, and Educating existing talent?
An Important Fact and Scenario for Your Consideration
Fact: These current times socioeconomic stressors are through the roof at an all-time high. Statistics from very reputable sources indicate that there has been a consumption increase as coping agents of, alcoholic beverages, legal and illegal mood-altering substances as well as an array of other maladaptive behaviors. Including over-all mental health, drug overdoses, crime, and suicide reporting in every state of our nation.
Scenario: You have an employee that is under scrutiny for employment termination due to X, Y, or Z reasons that have become more accentuated but have not merited immediate dismissal. This person is now past the 90-days probationary period into job permanency. It should be measurable that the longer an individual is an employee, the more that the organization has invested into him/her.
Now, taking into consideration the case for Life-Recovery & Work Balance Coaching Services contingency intervention option presented above vs. firing the employee… I have the following thought-provoking questions for your examination.
Q3. For you, as a decision-maker in an organization; Which would be the course of action to follow that has the best possibilities for a Win-Win outcome, and what is the rationalization for your choice?
Q4. In the case of opting for the employees’ termination, and taking into consideration the *Fact presented above; What is your process to completely ensure that your next pick is going to work out better than the former and what is the reasoning for your decisions’ from the platform of short/long term cost-effectiveness?
If you came this far into the reading, I want to sincerely thank you for your time invested and for any comment contribution that you may offer for keeping The Conversation going. Please, feel free to contact me for any further questions or concerns.
Be safe and be well out there.
~ Enricovery2Gether
Quote Paraphrased,
~ Treat your people (employees) so that they may succeed anywhere they go. But treat them in a way that they will want to gladly stay.
By, Richard Branson
Special Mentioning:
LinkedIn, Laurie Rutherford, Director of HR at Sanibel Captiva Beach Resorts, LLC
Esteemed Colleague, Cheryl Brown Merriwether, SHRM-SCP, SPHR, CPRC, CRSS, CM
Strategic HR Management Solutions, Adult Education, Addiction Awareness & Recovery Expert
Esteemed Life-Long Teacher, Jean M. LaCour Ph.D.
Equipping Addiction-Concerned Leaders Globally to Become Change Makers ➔ Awareness - Prevention - Recovery
Research & Resources:
PAYCHEX Worx
Human Resources | Article - Last Updated: 11/15/2019
Terminating an employee can be costly for a business but rehiring for that position is not the only cost to consider. Find out what other costs are involved.
Forbes, Sep 28, 2020
Meghan M. Biro, Contributor
Concordia St. Paul - Posted September 4, 2015
American Psychological Association (APA) - Last updated: September 10, 2020
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