Do your employees know how much you care?

If you’re in the unenviable position of letting some or all of your team go, you probably already know the requirements for redundancy, consultation periods, statutory redundancy pay, and all the necessary employment law that comes with making redundancies. But there is another element that is just as critical to your company.

When we’re faced with these tough decisions we may revert to, “It’s nothing personal, it’s just business”.

And that can be very true for some employers, but for employees it’s extremely personal. They are now faced with the uncertainty of finding a brand new role in a saturated candidate market. Their finances may no longer be stable and their confidence will be shaken as they wonder why this has happened to them and not another colleague. They are commiserating with their friends, family and network about how they’ve been treated by their employer and all of this has an effect on the morale of your existing employees and new employees when you start hiring again. It may not feel like a priority right now but doing the right thing for your team is far more cost-effective than you can imagine, especially given the long term effects of a negative employer brand. Consider the time, energy and money it takes to “re-brand” your company to shake off an employer and consumer backlash. This is much more expensive than the support required to help your former colleagues find their next career move.

THREE GOOD IDEAS FOR EMPLOYERS

1. Review their experience and skillsets and think about who you could connect them with in your network, before the dreaded meeting. Let them know you’ve been thinking about where they could be valuable and give them people to connect with in order to reassure them this isn’t their fault, it really is a business decision and doesn’t reflect on their work. If you don’t have the capacity, consider hiring a day consultant to speak to each employee about how to utilise their own network and get their LinkedIn profile and CV up to date. These basic, but extremely useful courtesies will take some of the sting out of getting back into the market as employees unsurprisingly will be thinking, “Where do I begin…?”

2. Give them the framework to be successful and room to think about their future. We’ve designed a Careering out of the Crisis guide that covers – mindset, updating your personal brand and profile as well as techniques for interview preparation that you can download. We are happy for you to pass on our 20+ years and experience of finding careers for our candidates as they transition out of your team.

3. Provide them with real resources. Even a simple list of free training courses and upskilling opportunities is better than a – “I wish we could do more”. The answer is you can do more, our free online community called Navigator supports candidates as they transition careers and deal with redundancy. And it’s yours to use! You can share this link and give them access to free video tutorials, articles, and a group of supportive members who are equally interested in networking, upskilling and new opportunities.

For more in depth, personalised support, Navigator provides a modern, cost effective approach to help your employees get back into work, but please remember the free options provided are still better than a handshake and a “best of luck” to those affected and who genuinely require support.

For more details on our Navigator service, please get in touch on 03303 359 818 or contact me on the form provided. Thank you.

Nicki Denholm, Founder & CEO

WHAT EMPLOYEES REALLY THINK ABOUT LEADERSHIP DURING COVID-19

APPLY HERE:

Digital COMMERCE DIRECTOR

DOWNLOAD

You can give us a call for more information about our Career Transitioning Support or you can simply download more details here.

DOWNLOAD

Get our best practice guide to successful virtual hiring and onboarding today.

FILL US IN

We deliver permanent and interim future-fit talent – creatively, sustainably and cost-effectively. Our end to end digital process starts here…

If you’d like our help, please give us a call or send us a quick brief. Our team are on standby to do the rest.

GET HIRED

Opportunities await you...

Whether you're searching for a new role or interested in getting some market insight from one of our experts - we're happy to help.

DOWNLOAD

Our Careering out of the crisis guide will give you some expert tips to start taking positive action towards a happier and more fulfilled working life.

CONTACT

If you’d like to find out more please give us a call or drop us a quick note here and we’ll get right back to you.

CONTACT

If you’re a startup or a smaller SME, we recognise that high performing talent is crucial to power your growth, but cash also can be tight. So we tailored a recruitment solution just for you. Please give us a call or drop us a quick note here and we’ll get right back to you.

DOWNLOAD

You can give us a call for more information about our Outplacement Support or you can simply download more details here.

APPLY HERE:

Digital Channel
Development Manager

CONTACT

If you’d like to find out more please give us a call or drop us a quick note here and we’ll get right back to you.

CONTACT

If you’d like to find out more please give us a call or drop us a quick note here and we’ll get right back to you.

CONTACT

If you’d like to find out more please give us a call or drop us a quick note here and we’ll get right back to you.

JOB TITLE

Denholm are delighted to be working exclusively with Loch Lomond Group; one of the most exciting and fast-growing global spirits companies in the country. To assist with their growth ambitions, they are looking to recruit a commercially astute and strategic marketer to join their team in a newly created role, as Head of Whisky Marketing.

Reporting to the Chief Marketing Officer, the Head of Whisky will create and drive a comprehensive and strategic brand plan including positioning, range architecture and pricing strategy to allow delivery of the business growth ambitions. You will have a background of working with premium spirits and be confident in launching NPD and range extensions across the global marketplace, ensuring alignment to the brand values through promotional toolkits. In addition to a background in brand-building, with the consumer at the heart of global activations, you will have experience of leading brand communications across all platforms including digital, sponsorship, PR and Events.

The Head of Whisky will be a visionary thinker and will bring passion and enthusiasm to the role. You will have the ability to nurture and lead a high performing team to ensure that all strategic plans are translated into commercially successful activations.

Sponsorship & Events Manager

The Loch Lomond Group are seeking a commercially-savvy Sponsorship and Events Manager to join the marketing team.

You will be responsible for developing Loch Lomond Group's sponsorship and events strategy and delivering a program of activities and partnerships that will support the business growth ambitions. Other responsibilities include managing renewals and negotiations, overseeing communication with sponsors as well as aligning business and market needs.

The Sponsorship & Events Manager is a key role in the business. We are looking for a dynamic, entrepreneurial and driven professional who has an understanding of how to build brand advocacy through sponsorship and events. You will ideally come from a marketing and sponsorship background in spirits or have a passion and understanding of the category and its nuances.

This is an incredible role and an exciting time to join one of the most talked about spirits companies in the marketplace. If you think you have the magic that they are looking for, get in touch today!

FILL US IN

We deliver permanent and interim future-fit talent – creatively, sustainably and cost-effectively. Our end to end digital process starts here…

If you’d like our help, please give us a call or send us a quick brief. Our team are on standby to do the rest.

OPTIMISE

CVs and interviews will take you to Level 2. Our behavioural profile will take you to Level 3, vital to identifying future potential.

LEVEL 1

Appears to...

  • Appearance
  • Expressiveness
  • Manner
  • Presence

LEVEL 2

Can do...

  • Knowledge
  • Acquired skills
  • Training
  • Experience
  • Education
  • Credentials

LEVEL 3

Will do...

  • Capability to learn
  • Aptitude
  • Attitude
  • Self-motivation
  • Stability
  • Persistence
  • Maturity
  • Temperament
  • Behaviour patterns