As you will know, redundancy support for employees impacted by organisational restructuring is crucial. The New Zealand Government Employment Relations site describes the legal obligations of employers.
Our approach when supporting people through change and organisational restructuring is to help them make the most of this time; to ‘take stock’, re-align, change or transform their careers. When businesses send employees our way for support, we help them to explore what really motivates them and provide practical support and tools to help them achieve that in their next role.
We like to make a real difference on a personal and career development level, believing that it’s not just about ‘finding a job’ but about getting the ‘right job’ – quickly. In the process, we aim to build confidence by empowering your employees to make good career choices.
Our experience ensures that your employee/s have both the emotional support and technical expertise to empower them to successfully secure a new, ‘best-fit’, job. Individual programmes are flexible to suit the needs of the person or situation. Programmes typically cover psychological impact support, skills and aspirations evaluation and assessments to determine direction and ‘best fit’ options; creation of a competitive job search strategy including developing networking confidence; CV review/writing; interview skills coaching and job offer/negotiation support.
Providing career transition or redundancy support to employees helps to quickly redirect them towards the future. When individuals are treated fairly and feel well supported to manage the transition, they move on with dignity.
For the organisation the ROI is that;
- it avoids and/or minimises legal risk
- it helps maintain a positive employer brand for the company
- remaining employees get a sense that the employer cares about their colleagues which enhances retention, productivity, and morale.
Our Redundancy Support / Outplacement programs:
On-site support: Having a CareerEQ consultant on-site at the time of the announcement of a restructure and during consultation helps affected employees to feel they can talk with someone who is neutral and empathetic about the situation. They can get independent advice and support to make decisions at this difficult time.
Basic support: Minimum 3 sessions to review aspirations and career ‘best fit’, review CV, market readiness, and interview practice.
One month ‘Wrap around support ‘ program: 4 – 5 1hr sessions PLUS telephone and email contact and administration. The program includes:- Providing emotional support and encouragement when needed. Workbooks and career assessment, review job ‘best fit’ roles, review and re-write an effective CV, Job search and interview skills coaching, plus follow up and support.
Two months ‘Wrap around support’ program: 6 – 7.5 1hr coaching sessions PLUS telephone and email contact and administration. The program includes -All of the above plus, a full MBTI Q Interpretive for development, extra focus on interview preparation, coaching, and support.
Check out a recent Presentation with research relating to the efficacy of outplacement programs. Outplacement x 2
Group Outplacement programmes work well and are cost effective for groups of people of a similar function or level in the business. A mix of group workshops and one on one work give people the best of both worlds; group experience normalises the situation and the additional one on one support ensures that individual needs are met. Workshops cover Career Evaluation and Decision Making, CV Writing, Creating an Effective Job Search, and Interview Skills.
Workplace coaching provides neutral and supportive ‘sponsoring’ of an employee to help them overcome performance or interpersonal challenges that hinder career scope or risk job tenure. It explores aspirations and values to find better congruence, job alignment and workplace effectiveness. The process can include content similar to the individual career management coaching modules such as Personality profiling. The outcome focus provides opportunities for the participant to synthesise their learning, to make decisions for moving forward and to clarify their development goals.
Check out Our approach to coaching and professional supervision
Deciding on whether or not to apply for an internal role or to accept redundancy during the difficult process of restructuring can be daunting and confusing. Our neutral and expert facilitation to explore options is invaluable. Usually one or two sessions are all that is necessary to establish a clear direction and to make a confident decision.