After 22 years all I got was this lousy T-shirt?

I recently met with a client who had been let go from her role as a hospital administrator after 22 years of faithful service. Obviously, the shock of being part of a “corporate restructure” was difficult to take, and becoming a statistic in today’s volatile workplace can leave an individual feeling scared, alone and uncertain about the next step. We met for several hours and during our conversation I took notes hoping to gain some insight into whom she was and where she hoped to go. The interesting thing was she, like many clients, could articulate with some detail on what her major accomplishments were over the years and why she should not have been chosen in this unfortunate game of “duck…duck…goose”. After a few pages of notes we prepared for what I call the “Walk of Why’s.” Armed with the right message, an individual can appeal to the sense of fairness and unfortunate circumstances they have been exposed to with their former employer often negotiating a larger severance package to assist in their transition. The points are simple:

1. Focus on the positive…Never accuse or make personal
2. Remain calm, cool and collected
3. Inform your former employer of your progress and how you are actively working with a career coach to transition (this shows a proactive approach) you may even be able to convince your former employer to pay for the services
4. Ask for their help as a reference or adding to part of your network
5. Make the case for additional time (severance) to assist you

In her case we had the luxury of being near the end of the year and adding the argument that it is difficult to make a transition while most are slashing budgets until the ‘new year’. The results, she received double what was offered in her original severance and she left with a good feeling of closer. Obviously if you feel that you have been released for discriminatory reasons you have other options, a career coach can assist you in your legal recourse. But to be effective in a negotiation with your former employer you must focus your conversation, not be confrontational but informative making the case why you should receive more. Close work with your career coach on the ‘Why’s’ will help make the compelling case for additional severance pay. Career-Forward is a career coaching and Human Resources services firm offering career assistance to the greater Cleveland and Akron community. Contact a career coach today on how we can assist you in realizing your career goals.