There is no doubt that this is a time of transition. Whether it's corporate staffing, geographical location, or the value of the investment portfolio, everything is changing. Car companies are obviously among the biggest newsmakers these days, which is a recent topic of discussion for Deb Owen at 8 Hours & A Lunch. Also check out Deb's links to her layoff series on topics like managing change and putting a plan into action. Steve Roesler at All Things Workplace has started a terrific discussion on the correlation between transition and transparency. "People can handle the truth. What they don't handle well is finding out later that they only heard part of the truth," Roesler writes.  He emphasizes honest, emotional language to help employees through difficult times.

Another consideration: obvious lying during times of transition will create trust issues that will resound negatively throughout the organization, hurting employee morale even after the recession is over. Lastly, HR Morning has a bit of unbelievable news from France on how some French factory workers dealt with news that they would be targeted in impending layoffs. The bottom line this week: Think hard about how you handle the announcement, preparation, execution and overall management of the mass layoff process. The effects will be felt in your organization and company reputation for years.

With the use of Web 2.0 technology, Transition Concierge can help displaced employees find their next opportunity faster. It boosts the morale of employees left behind and also boosts your image in the minds of departing employees. In essence, relevant and highly effective outplacement services is a way for employers to provide continued leadership - even in times of transition and even for displaced employees.