What does the future hold for ALMOs?

Change is certainly the watchword for most ALMOs. Whether services are going back in house or being contracted out, stock is being transferred or you’re remaining as you are, for the most part there is some uncertainty about what the future will hold. Add in a potential change in government and possible changes to subsidy and there’s little doubt that all of this will have an impact on current and future people skills.

It’s only natural that with any change and uncertainty there is the increased possibility of employees leaving – the first to leave are often those who are unclear about their role in the organisation moving forward.

Specialists with option appraisal, merger or stock transfer experience are also likely to be in demand.

So what can employers do to tackle this? One of the most common criticisms we hear about employers, through research such as the Badenoch & Clark Happiness at Work Index and Employment Study, is that they do not communicate sufficiently or regularly in difficult times.

Best practice dictates that employers need to work to build stronger employee engagement through better communication, explaining any decisions that are being taken and giving people the opportunity to ask questions. And they need to start work on this now if it has not already happened. Is there opportunity to learn from others i.e. an RSL which has recently gone through similar changes and uncertainty?

For current employees or those looking for their next career move within an ALMO, it’s not all doom and gloom. Any change will inevitably mean some kind of movement and as a result bring opportunities for current and future employees. These opportunities may mean changing your role, stepping up, or taking on more responsibility. What can you do to position yourself well? The best employees seek out the opportunities and put themselves forward for projects which will help them further their career. This demonstrates enthusiasm, commitment and accountability which show you have the appetite to develop and take on more responsibilities and will put you front of mind for when these opportunities arise.

If there is considerable change looming within some ALMOs, as with any large scale change management programme, we expect to see opportunities for interim change managers and expertise to cover any natural fall out during the process. Specialists with option appraisal, merger or stock transfer experience are also likely to be in demand.

For those ALMOs who have already gone through the ballot process and who will be going back in house or contracted out, familiarise yourself with the process by downloading the TUPE presentation from one of our recent HR Recruiters’ Forum events.