Transforming Layoffs into Launchpads

Preparing for career transitions is vital in today’s unpredictable job market, yet many organizations overlook the powerful tool of outplacement services. In this episode, we shed light on how these services not only facilitate smoother transitions for laid-off employees but also protect and enhance a company's reputation. Our guests, Tray Ross and Mark Lefevre of the Careers Launch Academy, delve into the intricacies of their comprehensive program designed to empower individuals at all career stages.

Listeners will discover how the Careers Launch Academy's unique module-based approach equips employees with essential skills, such as resume writing, LinkedIn optimization, and effective interview techniques. Tray and Mark share success stories that illustrate the program's impact, emphasizing the emotional and practical support it offers during difficult job transitions. Additionally, we explore the potential long-term benefits for organizations, including a reduction in legal risks and a boost to employee morale.

This episode is a must-listen for HR professionals and leaders aiming to enhance their workforce's resilience amid layoffs and transitions. If you've ever wondered how to better support employees during career changes, this conversation will provide you with the insights and resources you need. Join us as we discuss the importance of outplacement services in fostering a supportive company culture, and don’t forget to visit careerslaunch.com to learn more and connect with our guests!

Connect with Tray and Marc on social media or book a demo today!

Tray: https://www.linkedin.com/in/traycoross/

Marc: https://www.linkedin.com/in/marc-lefevre1/

Career Launch: https://careerslaunch.com/

Connect with Misty & PeoplePro HR Solutions:
🌐 PeopleProHRSolutions.com

 📱 LinkedIn | Facebook | Instagram @PeopleProHRSolutions

Transcript

Introduction to Outplacement Services

Speaker 1 0:01

Hey y'all , it's Misty and I'm back this week with a new episode , and this is actually going to be more of a bonus episode , because this is not a topic that I intended on having , because it's something I actually had never heard of before .

Speaker 1 0:13

So I'm really excited to bring it to the podcast today , and with me I have two amazing people who love their jobs because they are here to help people , and I just from my experience with them , I know that they they love helping people in a time of need , and that's exactly what this would be for somebody . So I'm really excited to have Trey Ross he is the VP of Outplacement Services with Careers Launch and Mark Lefevre , he is the president of Outreach Outplacement Services with Career Launch , and we're talking about that outplacement services and , if you are like me , I had no idea what outplacement services were , and so when I got to get on a call with these two and talk about this and realize what a huge benefit this could be to companies , I knew we had to have a conversation about it . So thank you guys for being on today and being willing to come on and talk about these services .

Speaker 2 1:00

Thank you . Thank you for those kind words , misty . You're doing us a disservice , so we appreciate all the compliments . We can get Excited to be here and chat a little bit about outplacement and kind of its role in HR but not just with HR but for employees and for the organization , of how we can kind of what outplacement is . Outplacement services are basically designed to take care of former employees during career transitions . So most of the time when you're looking up and you're dealing with outplacement it's typically around like layoffs or plant closures or things like that . But it's also an asset that organizations can leverage to help during terminations or restructurings or things like that to protect their employer brand but also boost employee morale and it also helps protect them and mitigate any potential litigation risk that they run into and decreasing the risk and likelihood of unemployment claims being passed through to the organization if these employees aren't able to find work Right .

Speaker 2 2:10

So what we've created here and Mark is the architect and the Michelangelo , if you will , of the Careers Launch Academy .

Speaker 2 2:20

I'll let him kind of explain himself , but he's a legend and knows everything there is about how to find jobs in the current job market .

Speaker 2 2:27

He's been an executive career coach for over 15 years and brings with him a massive amount of knowledge about how to navigate LinkedIn and different applicant tracking systems and different things that you can do to land your jobs , and he's developed and curated the Careers Launch Academy to tailor and meet the needs of every employee , whether they're an individual contributor or a high-level manager or executive trying to land their next position as well .

Speaker 2 2:54

The Careers Launch Academy is what we call our outplacement service that an organization will enroll their employees into , and what it is is there's a total of six modules that the employees can go through . We kind of have like a rule of thumb it's meant to take about 90 days for employees to go through , but they can actually self-pace it , so if they'd like to go faster , they can speed it up if they're looking to do something , or they can also wait before they engage or engage at it in a time that's convenient for them in their current situation . So , mark , is there anything specific on the , on the modules that you want to bring up or that stick out to you ?

Speaker 3 3:42

Yeah , yeah , absolutely . And Trey , I'm listening to this . If outplacement has never reached your ears before , you know you can imagine what it would feel like as an employee getting laid off . You know , at no fault of your own , maybe there's a restructure , maybe there's a downsizing . You know there's a million reasons for layoffs and that's where outplacement is most often employed . And so you can imagine the conversation that HR has got to have , right ? So if you're involved in HR , you know it's probably your worst nightmares to have to let someone go and have that conversation and then , on the receiving end of the layoff , it's like , oh my gosh , like your listeners can't see me , but I don't have any hair , I was going to say my hair's on fire , but mine can't . But anyways . But yeah , being able to take care of someone from a career standpoint and help them get re-employed somewhere else , that's what we do . And so myself you know a longtime career coach just understanding what the modern job market looks like , and for somebody to be able to go . Okay , how am I going to update my resume ? How am I going to do my LinkedIn profile ? You know that's the professional profile . But , more importantly , how do I navigate the job market . What kind of coaching do I need to be able to do this ?

Speaker 3 5:03

Trey mentioned state unemployment and this might be a little golden nugget of education for a lot of your listeners that may not understand this . The state SUTA is the acronym S-U-T-A , it's the State Unemployment Tax Act , and what that is is every corporation pays some kind of state unemployment tax and the state dictates that rate based off of a lot of different factors . You know number of employees , how long you've been in business but one of the biggest determining factors is something called your experience rating , and that experience rating is dictated by the number of unemployment claims filed with your company . So you can imagine you let somebody go and every state's a little bit different , but most states you can actually file pretty quick after you're laid off and if the state notices that there's a lot of unemployment claims , they can hike up your unemployment tax rate . It's your payroll tax and you end up paying a lot of money on the back end for that .

Speaker 3 6:12

So I'm thinking of myself as an organization . Letting somebody go , I'm going to go . Okay , I want my people . Obviously I want to take care of them . It's the right thing to do , right . It's going to obviously help our brand and we want our employees to speak well of our company . They might say , hey , I was laid off , but you know what ? They bent over backwards to help me out . But even from the cold hearted money standpoint it's like , hey , this is going to help us save some money down the road and we also would love to avoid any wrongful termination legal action , right ? So you know , helping someone out reduces the likelihood of someone seeking legal action for wrongful termination .

Speaker 3 6:54

So our Careers Launch Academy is a module-based system where we reach out proactively . So the employer just sends us names , contact information for their people . It's typically added as part of a severance package . That's normally how it happened . You know , a lot of times you're going to want to facilitate some kind of a release of liability . You know that typically is going to come with the severance . And then those people we have the names , we reach out to them . Hey , welcome to the Careers Launch Academy , let's get you enrolled . And it's a module-based program that they'll go through through 90 days . So , misty , I'm going to stop there . I'm giving a lot of information here , but I think that those are some important points to understand about outplacement .

Speaker 1 7:39

Yeah , and I think it's great information because , even from my perspective as an HR professional and having had some of those conversations , it is hard when you have someone sitting across from you and you know essentially you're holding their livelihood in your hands and you're fixing , to have to tell them that that livelihood is fixing to completely change and , like you said , it's no fault of the company necessarily , it's definitely no fault of theirs . So it's great to know that this is a service that is available to companies to be able to help make that transition a little smoother to where you know they're not just left thinking , oh man , what do I do now ? So I love that y'all have that , and I think you've highlighted some really important aspects of this and why it should be an important conversation that companies are having to implement this service into their organization . So I think that's great . So can you talk a little more specifically about you know , Trey , you mentioned there's six modules that they go through , I believe , in the Careers Launch Academy .

Speaker 1 8:36

What do those modules look like ? What are they learning ? What is this helping them to do ? I know the end goal is to get them back into the workforce , but how is this going to set them up and help them get do ? I know the end goal is to get them back into the workforce , but how is this going to set them up and help them get there ?

Speaker 2 8:48

Yeah , great question . I like to tag onto that as well . It's like that age old adage . The outplacement is like you can give a man a fish or severance right , or you can teach them how to fish , and that's just part of this process to help them land back on their feet , because most of the organizations that we work with most people that end up being laid off or things like that they've been with the organization for a long time and then when they're just dropped there , like we talked about , they just don't know how to navigate right . And so the way that the modules are set up is it's set up to help them navigate not just the emotional side that they're going through , but also the tangible things that they can start implementing immediately to start getting into the position that they want to get into in the future .

Speaker 2 9:29

So some of the things that are discussed in the modules is resume coaching and development , like how to focus on what you've done and how to articulate exactly what you've done so you can stand out amongst all your peers as you're interviewing .

Speaker 2 9:43

The next strategy that Mark said is the LinkedIn profile development and strategy , where you're able to get feedback and kind of resources to help you develop and tweak it to set it up the right way and how to start learning with LinkedIn .

Speaker 2 9:56

The next module pushes into job searching tips and techniques and how to leverage those . We even have an entire module focused on interview or coaching for different interviews , career path strategy , and then we also close it out with networking opportunities or networking strategies that they can leverage to get the goal of their dreams , versus just getting something to kind of move the pace along . So and Mark's the professional on this part and has really taken a lot of time to dive in and curate this so it meets the needs of every individual that goes through the program . It can be a frontline employee or a newer employee to an experienced employee that has a massive resume and has experienced a lot of different things in their life . It's really curated to meet exactly what they want and how they can improve piece by piece to get exactly what they want . Wouldn't you agree , mark ?

Speaker 3 10:51

I would . I would . Yeah , trey , that's a great explanation of our product . I'll add two quick things . One is it's really really important to understand the modern job market . So when I say applicant tracking system , or ATS , in regards to a resume , you know many of your listeners will probably know what an ATS is , but you can imagine someone that's been in their job for 15 years and the last time they applied was the early 2000s and applicant tracking systems weren't that big of a deal . And so now creating a resume that's ATS compliant is not only crucial but it's 100% necessary . You won't be able to find a job without that . So that's really really important .

Speaker 3 11:36

But then also , as Trey alluded , to meeting the needs of the individual . So with our program it's a flat rate , but we have four different levels of service . So an individual contributor , a manager , a director or an executive . Those , those four levels of employees , are going to need different things . They're going to be at different spots in their careers . If we're in a tech organization , we're working mostly with software engineers . That's a whole different conversation than if we're in a manufacturing environment and we have technicians in a manufacturing environment . So we have to be able to reach the need of the individual and where they are in their career to help them . You know , if they want to get promoted or if they want to stay in and make more of a lateral move , we've got to be able to figure that out as well . Make more of a lateral move we've got to be able to figure that out as well . And so the program is designed for 90 days .

Speaker 3 12:27

And what's really important is we have some there's some competitors in this space . Some of your listeners may have heard of Lee Hekterison , lhh or Wright Management or some of these other larger players , and we we're very different from them . We are very proactive and we're also very transparent with the employers that we work with . So you're going to know the status of your people , so we're going to reach out to those . Every two weeks we're reporting back to you , letting you know what's happening with your folks , whatever level of detail you're interested in . Some folks are like , hey , just tell us , are they employed or not ? But others are like , hey , what happened to Jim ? What happened with him ? So we want to make sure that we cover all of those bases as we're engaging with an employer .

Speaker 2 13:20

And I was just going to take a step back too and kind of just . We've talked about a bunch of the different pieces of the outplacement service that we provide , but just to lay it out as simple as possible and create an image for everybody , basically the employees or the recently terminated or impacted employees are the actual users that go through the program , but the way that they are enrolled is HR or management communicates with Mark and I and our team and say hey , we have these individuals that we would like to enroll . They send us that list , like Mark had mentioned prior , we start the engagement process with them and then , during that engagement process , over that 90 days , we then send a report back to any stakeholders in the organization . Even though these employees are no longer participating , it's still . You have a vested interest and want to know how are these people doing , especially from the HR side .

Speaker 2 14:11

I have yet to meet an HR manager who doesn't care deeply about their people and doesn't go through an emotional rollercoaster as they're having those conversations and they , like Mark said , they want to know hey , how's Jim doing ? I've worked with Jim for the last 10 years . I just want to know how he's doing and from their standpoint still with the organization . It might be weird to like , hey , how are things going ? So we kind of provide that insight through that transition period so that way when they find out things are moving in the right direction then they can reinitiate those conversations if they would like , without it kind of being weird or

Importance of Career Transitions

Speaker 2 14:45

overstepping or kind of walking that fine line that HR always has to do with reporting to the organization but then also providing the data of how this is a cost-saving initiative to their executive team mainly finance the CEO , president , whomever they might be reporting back to , that initiated the layoff or terminations , et cetera .

Speaker 1 15:16

And so I want to follow up on something you said . There is . We've talked a lot about this in the sense of a layoff scenario , but is it something that could also be used with an employee termination or some type of resignation ? Is it strictly a layoff service , or can it be used for others as well ?

Speaker 2 15:35

Yeah , thanks for clarifying on that . We have a tendency to mainly utilize the vocabulary of layoffs and stuff , but really outplacement is beneficial for every type of an employee . Now , some of the initial vernacular that we do have is around the layoff situation , but we just tailor and customize that based on the situation that the current employee is in . So if you're doing a resignation or a mutual termination or whatever might be happening in that situation , you can enroll employees in any time that you would like .

Speaker 2 16:09

I've actually been chatting with a couple of organizations that mainly hire and work with , like younger employees that are either in high school or recently graduated from high school , so like your zoos and your restaurant places and things like that and this is something that they're actually looking to implement , not necessarily when they let go , but to add as an added value of why those younger workforce that's another benefit of these organizations are looking to implement this as part of their benefits package so they can attract some of that young talent instead of just like hey , come and work at this cool environment for three months , you know , it's like hey , actually develop your skills and learn how to navigate what your next career steps are going to look for , Because not every organization has employee roles that are career roles .

Speaker 2 17:00

Right , they're more stepping stones for their careers and , if we can leverage opportunities and tools like the Careers Launch Academy , it just builds your brand . And then when you go into those interviews , you go to those job fairs , you have something tangible like hey , not only are you going to work in a great environment , but you're also going to gain the skills that you need in real work life stuff not just from going to school and learning hey , this is how you do a LinkedIn , but you're actually going to learn from professionals , who it's , that's what they do to help people get their jobs .

Speaker 1 17:32

Well , and so I kind of have two curveball questions I'm going to throw at you and I didn't discuss these ahead of time . So in talking about the layoff situation , you know , a lot of times in a layoff situation the companies will try their best to bring those employees back at some point . We know that's not always the case . It could be that that position's being dissolved , or a department's being dissolved , or a company may be moving . Different things happen that would not allow for those employees to be brought back . But for a company who maybe does have that mindset of oh well , we're just going to bring them back as soon as we can . So why would we need your service ? What could you say to those companies that could still use this as a benefit to those employees ?

Speaker 2 18:17

Yeah , I think that's great and a lot of the organizations that we meet with they do have those similar , same concerns . But I think it just goes down to hey , how valuable do you want your workforce to be ? Right ? A lot of the times we always say , like I've got three young kids my oldest is six and we're starting to teach him how to like do things on his own and be okay with like , hey , go put your plate in the sink , right , or do these little things . And it's like we ask him to do these things and then he doesn't take his plate to the sink and we have to get after him constantly , right . And then it's like hey , dude , take your , just take your plate to the sink , like that's what we're asking for .

Speaker 2 18:58

And so sometimes me , as the parent , I think I feel like the , I would feel like the employee that's in an environment like that right , like I'm being told one thing and it's never happening . Like my son , every time I ask him to take his plate to the sink , like , yeah , dad , I'll take it , I'll take it , I'll take it , right . But then I see him playing with his monster trucks in the living room and it's just like I'm constantly being yo-yoed back and forth of what I'm promised but then actually what's actually happening . And so if you are doing that , I think it's fine .

Speaker 2 19:32

It's a part of business that we can't ignore that organizations are doing layoffs and then trying to hire them back . But this yo-yo effect it ruins the reputation of the organization from an employee perspective and the feedback they're receiving . So by providing for them , the more you build your employees , the more apt they are to increase loyalty , as well as actually seeing your praises like yeah , you know , this happened , but I've been able to develop X , y and Z because of this and they're going to actually attract more people to come to the organization , which is going to be better qualified employees . I hope that analogy makes sense . My wife always says that I live my life in analogy at a time and I hope that kind of made sense of the connection that I was making with how I would employ it and how I try to explain it when we meet with organizations .

Speaker 3 20:18

Yeah , so one additional thought I would have on that question , misty , and it's a great question If you are in a process of expansion and contraction and you let a handful of people go , the likelihood of getting that same group back when you're ready to hire them is probably pretty low and the attrition rate is high . You're probably not going to get that same group back . And so to piggyback off of Trey well , that can really have an impact on your brand . In a previous career I was in aerospace manufacturing and in that world it's very expansive and contractive . Just depends on what the market's doing and folks are being let go and hired back .

Speaker 3 21:05

The same position is hired back , but it's almost always a different face . And so when you're letting folks go , I think what we're trying to provide is hey , let us help you from an administrative standpoint , make that conversation go a lot smoother , protect yourself , and then your brand is good . So when it comes time to , hey , let's hire some more people , your company doesn't have this black stain on it they're not thinking okay , well , this is going to be a temporary gig , I'm going to let go here pretty quick . So it helps . That probably help you hire better , also by taking care of your people .

Speaker 1 21:42

Absolutely so . One thing we have not talked about and I do want to get into how companies can implement this into their organizations . But before we touch on that , something that you mentioned earlier made me think about this With our HR association , we work really closely with college and universities to establish student chapters and different things to get students involved in the HR field before they ever get into the workforce , and I could see even this being a benefit to students who I'm in Mississippi and a lot of our schools especially . Growing up , nobody taught us about resume writing and how to do interviews professionally , and but you know those resources were not available . I think we're doing a little better on that now today . But even this , taking that service a step further , do you integrate and work with colleges and universities to help those who are going into the workforce with some of these same skills ?

Speaker 3 22:42

I think the answer is absolutely yes . The Careers Launch Academy would be designed its best practices when it comes to finding a job , and so most universities are going to have a career services department , right , they're going to have folks that are engaged in that very process . Now , whether or not a student decides to take advantage of that is up to them , right , but our Careers Launch Academy I would put that up against any career services department out there . And so if they wanted to engage our services that way and run their students through our program as they're approaching graduation or approaching internships , absolutely We'd love to do that .

Speaker 1 23:22

Awesome . I just see it being a huge benefit , with even thinking about myself coming out of college how much something like this would have helped . Honestly , I can't tell you if I ever even stepped foot in our career services department , but I could see how this could have easily helped with having some things a little more polished on the front end to make that search and that transition and those interviews go a little more smoothly . Trey , were you going to add to that ?

Speaker 2 23:46

Yeah , I was going to make a joke and say the same thing . I never stepped foot one time in a career services center when I was going to school either , but I think there's a lot of value . I think school and education has its place in how we learn and develop and grow and we get a really good overview of a lot of concepts and then , as we pursue further education , we get to do a little bit more of a deep dive . The benefit of the Careers Launch Academy is that it's literally developed by professionals that help professionals find legit , real jobs , so it's not just based in theory , which is what we a lot of the times we deal with in a traditional school setting is more theory-based , but this is actual , like real life stuff that's happening right now , in 2025 , 2026 .

Speaker 2 24:34

Whenever you're listening to this , it's like the Careers Launch Academy is being updated and constantly improved and tweaked to meet the needs of the current environment , which , like Mark said , I would pit the Careers Launch Academy against any other service provider out there , because most of them are stuck in the theory side of like hey , just smile and wave and enunciate and cut out all of the ums and the hums and the uhs , when you're doing an interview and you're going to do great , but it's like there's so many more things that go into job interviews and getting the right career and moving into the place that you want , and if most of the organizations you're working within , these colleges are in HR , it's like I've yet to talk to an HR manager who hasn't done of their own free will and choice . They've done like some sort of coaching to help employees , especially their friends , during these layoffs and terminations , and they're just kind of going at it like , hey , this is what I think will work . This is what I've seen . That's been good . These are good resumes that I've seen , um , and they're just piecemealing things together , but this gives you a foundation . That's like hey , um , bill , I'd love to work with you .

Speaker 2 25:44

I'm really excited that you actually can enroll into this careers launch academy and I'll be here as a resource for you to help you as you're navigating the curriculum and going through the modules and kind of tell you what I've seen in my experience . So you become , you stay there and move into the position that you want to be and help those HR , young HR professionals realize how important all of the interviewing processes is the resumes and all of that type of stuff that they're going to be constantly dealing with and interviewing people all the time . This is just going to help them see , hey , this is actually somebody we really want and need because of these factors that they'll see , because they've been through it themselves .

Speaker 1 26:25

And I love that about this whole setup is that it can yes , it can help those who are being laid off or not in the workforce currently , but trying to get back in the workforce , but it also can help on the front end going into the workforce . So it kind of has that twofold purpose is what I call it of . There's not really anybody who couldn't benefit from these services , and so that's what I love about this service , and I love that it's set up in a way to really set people up for success when going into these new careers or their first career or having to transition to a different

The Careers Launch Academy

Speaker 1 27:00

company or a different field of work . I really feel like it's a huge benefit . Now , I know we've talked a lot about what careers launch can do , what outplacement services are , but I think one thing that people would love to hear is some of the data on the information . How successful is this program ? What kind of rates are you seeing when it's people leaving this program , getting back into the workforce ? What does that success look like on that end ?

Speaker 3 27:28

Hey , great question . Yeah , so when it comes to data with something like this , the person is self-paced through our program , and the reason I say the self-paced thing is because we want to track their satisfaction through the process . It's kind of hard to track a specific job placement , and here's what I mean by that . Somebody gets laid off and they get a severance and they're like you know what ? I'm taking a vacation for 60 days . I'm not going to touch this for a little bit . Later Somebody else might go oh my gosh , I just got laid off . I want all the resources right now . And so what we're really tracking is the individual's satisfaction rate as they're going through the process . And yeah , absolutely we want to survey them as they exit the careers , launch academy and understand hey , did you get a job ? But what we're asking is are you satisfied with your current job situation ? Because some of them might be like yeah , I'm not in a rush .

Speaker 3 28:31

Others might be like I'm actually interviewing like crazy right now because of the resources I got , I'm getting interviews and I'm very satisfied with what I have right now . So we have very high ratings . Most of the folks that go through with us when I say most of the folks , I mean 85 , 90 percent of them are satisfied with the services that we're providing and they're going through it . So it's . I don't mean to sound a little bit vague here , but it is a little bit of a nuanced data collection process as we're going through , because every individual has a different story and a different motive for what they're going through .

Speaker 1 29:07

So when we talk about this service and implementing it into our organizations and making it part of that benefit package or making it part of our talent management or however we're going to implement that into our organization , how seamless of a process is that with working with you guys ? I know throughout the call we've talked about all you need is a name and email address . I mean , is it truly that simple to get this integrated into the organization ?

Speaker 3 29:33

The answer is yes . We're going to put an MSA in place master service agreement and then , when you are ready , all we do is we send you an Excel spreadsheet template . You drop the names , emails , phone numbers into that and then we take it from there and you move on with what you've got going on in your business and we return a report . Trey , were you going to say something in addition to that ?

Speaker 2 29:58

Yeah , I was just going to say the MSA is just more in the point of locking in the price points that you have . There's no retainer fee , there's no onboarding , there's no initiation costs , there's no commitment to lay off 50% of your staff the minute you sign or anything like that . It's more like hey , we work for you . So you're basically just putting another arrow in your quiver . In the event you need to leverage something like this , you can reach into it , pull us out and then start rolling it out literally in less than 24 hours .

Speaker 3 30:33

That's great , and Trey brings up a really good point . If you're listening to this and you're thinking , boy , we're not going to do really any reductions in force now , but we maybe see something coming down the road or we just want to be ready in case it does reach out to us , let's put an MSA in place . There's no commitment unless you decide to lay somebody off , but it's something that's really good to have thought through and be prepared for . So in the case of some kind of a transition or activity within your company , you've already got something going . You don't have to go through the vetting process in the heat of all the action .

Speaker 1 31:09

I am 100% a champion of the service . I can't believe I had not heard of the service prior to us having a conversation several weeks ago , and I've been excited to be sharing this with my clients and letting them know that this is a service that is available and how it can help them , and a lot of them had not even heard about placement services and what that was . So I'm really glad that we're able to have this conversation today and talk through some of this , and I know there's so much more to uncover about these services and how they can even offer more benefits than what we've had time to cover today . But I want to give you all a chance to give any final thoughts .

Speaker 1 31:43

Had time to cover today , but I want to give you all a chance to give any final thoughts and , as we wrap up , I would love it if you could share how people can find more information , how they can connect with you , because I think it's something that we all should really be jumping on and because it's one of those priceless benefits . There is a cost to it , but I feel like when you are in those hard conversations and you are having to go through these processes , it's really a priceless benefit to be able to offer someone peace of mind , to know that they have something that can set them up for success going forward . So please share that information , how people can get in touch with you and any final thoughts you may have .

Speaker 2 32:14

Yeah , missy , thanks for sharing all of those things and being here and putting us in this platform to be able to communicate and share with other people , because there's so many people who don't know about all of the resources that are available , just like I didn't even know that there was a career source uh thing in college , right . So leveraging having this opportunity and this platform to share content like this is really what it's all about , and thank you for everything that you've done to go about above and beyond and and let us to be here on this show and be able to chat about what we feel really confident about and really it comes down to . We just want to take care of people the best way possible , and everyone always talks about how to take care of your people when you're hiring them and how to take care of them when they are your current employee , but it usually drops off right there at the end of the life cycle and , yes , this isn't necessarily as positive of a topic that people are usually excited or wake up in the morning to talk about , but it is a part of life , unfortunately , and the better we can be prepared for it and your listeners and we can help them leverage the tools that are at their disposal , the easier it's going to be for them as they're navigating these difficult situations , which inevitably will come in any business right . And so those are kind of my last thoughts , but this has been awesome .

Speaker 2 33:36

The best place to connect with us is just online careerslaunchcom . You can actually request or set up a demo by hitting one of the links , and it can book a time on both Mark and I's calendar . Or you can email me mine's Trey T-R-A-Y at careerslaunchcom , and then my name on LinkedIn is my full name , which is Treko , so T-R-A-Y-C-O Ross , and you should be able to find me . If you find another Traco , hit me up and send me a screenshot and let me know if you find another Traco , because I'm still waiting to find them .

Speaker 1 34:11

So Mark any final thoughts you want to add to that ?

Speaker 3 34:16

Yeah , misty , this has been wonderful . We love what you're doing , and all I'm going to say at the end is let's have a conversation . If you want to know more about this , if you want to have a no-obligation conversation , drop yourself onto our calendar and let's talk . We would love to talk with you about the logistics and how this works and , at the end of the day , I'm going to back tray 100% . We just want to take care of people . And at the end of the day , I'm going to back tray 100% . We just want to take care of people . And it's a bright spot in a pretty dark conversation , and you can just imagine how much easier it is to have the conversation . Letting somebody go hey , we've got to let you go , but we want to take care of you and here's careers launch . They're going to take care of you . So thanks again for having us on .

Speaker 1 35:04

I get that . It's a negative spot in a lot of people's day sometimes when they have to have these conversations . But I am on fire for this service because I feel like myself personally as an HR professional , I always felt like there was never a you know , you know how you have a relationship and then there's that breakup and sometimes you feel like there's no closure there . I kind of felt the same with when you're having to let people go . It was it's like there was no end to the life cycle and there was no way to continue helping those people outside of just ruining their day . And so I love , love , love that there is this service out there to to continue that life cycle and to get them back in the workforce as quickly as they want to be there and set them up for success in doing that .

Speaker 1 35:49

So I'm on fire for this service . I think you have a heart and passion for people just as much as a lot of HR professionals out there do , and this is just one of those things that gives us that closure and continues that life cycle for that employee , and I think it's something that would truly , truly benefit so many organizations , big or small . So the fact that this is even available . I mean , I am so excited that it's out there and that we get to have these conversations . So thank you guys for being here . We will have all of Trey's and Mark's information in the show notes so that you can easily reach out to them careerslaunchcom , if you want to go ahead and get on their calendar . It is definitely worth a conversation in seeing how this service can benefit your organization and we will see you next time on the People Leaders Playbook .