The nature of business is that change is inevitable. Ensuring the availability of career transition and outplacement services is a vital part of organizational rightsizing or downsizing. Firms and organizations embarking on such exercises also need to consider the sensitivity to and impact of change on their employees — those leaving as well as those staying — by doing these six key things:
- Communicating expected change with enough lead time to allow employees to adjust to it and plan for it.
- Being compassionate in selecting an appropriate time for a change.
- Leveraging past successes to create a winning and compelling vision of change.
- Easing fear associated with change within the organization by foreseeing its psychological impact and making plans to address it.
- Addressing change in incremental steps.
- Identifying legal risks associated with change and developing plans for avoidance and mitigation.
“Taking care of the psychological needs of employees during transition and outplacement is good employer branding.”
Our services
We help organizations to support the career transition and outplacement needs of their employees through the following services:
- Career management and re-orientation
- Talent development
- Transition & outplacement (including interview preparation, resume and LinkedIn profile optimization)
- Mental wellness
We can also provide organizations with assistance in identifying potential industrial relations (IR) issues that might derail their change exercise or that might negatively affect their brand.