Redundancy and outplacement support - career transitioning

In this uncertain economic climate, many companies may at some stage have to consider down-sizing, something that has, thankfully not been epidemic for some years. The UK has seen steady growth with recruiters more concerned with the 'war for talent' than 'career transition'.

Companies should start planning now how they are going to manage, retain and transition their employees during an economic down turn. Change in organisations brings disruption and can affect productivity, motivation levels and key talent may decide to move on. It is therefore important to invest time and effort to communicate the change to all employees and implement strategies to minimise any disruption.

It is never easy to let go of employees, but done with compassion and foresight it can reduce the pain and disruption. A Brave New World have worked with many individuals who have been made redundant, some in organisations that had never had to 'let-go' of key talent. These individuals told us that although it was a sad experience, they felt positive that their employer had invested time in ensuring the transition was handled correctly and those left behind said that because the 'change' had been well communicated and they had felt part of the process, they were able to get on with their work and keep up productivity levels.

ABNW's directors have had experience working for outplacement organisations on an international level. Our experience in what works and what doesn't work has proved invaluable to us, in developing an innovative approach to 'outplacement'. In fact, we don't like the word 'outplacement', preferring to describe the process as 'career transitioning'. This is a time of transitioning for all and handled correctly, each individual will feel empowered and ready to move on and forward within their own careers. Handled incorrectly they may not be ready for the transition and this can affect the time taken to secure and settle down into a new job.

'Career transitioning' affects not only the employee being made redundant but those being retained by the organisation as many are 'career transitioning' during the change programme. It is therefore important to design a change programme which includes everyone. One of the most important things to consider is that in todays ever changing global economy, individuals must be taught the importance of taking control of their own careers. With self-knowledge and a well thought out career plan, not only does the individual feel more empowered and in control but the organisation has developed employees that truly understand their key career drivers and strengths.

Start planning now what you would do within your organisation if you have to consider down-sizing. Invest some time talking to professional career consultants and develop a individualised programme for your company that can be implemented quickly and professionally when the need arises. A well thought out 'career transition' programme provides the security to senior management that it will help to minimise risks and disruption within the business.