What if they could learn from this wake-up call in their life and actually get support to get back on their path, and be excited about their future?
Hello, HR Professional.
I know you want to provide your staff with a career transition experience that helps them to move on in a respectful way and doesn’t erode the culture of your remaining workforce.
This is why I love assisting organisations successfully support their staff through the Outplacement and Career Transition process.
I know you’re tired of
I know you’re done with spending good money on outplacement programs that aren’t giving your people the support and coaching they need to move on successfully, and quickly.
If that sounds like you, you are in the right place.
Your people are in good hands.
The outplacement process that helps your staff move on emotionally and respectfully and move forward and get their life back on track faster. This process delivers the best result for you, and them.
1 Month Career Transition Coaching Package $2,500.00 ex GST
3 Month Career Transition Coaching Package $4,500.00 ex GST
A: Great question. From an organisational perspective the faster we can help someone move through the stages of grief (of which anger is one), and get the learnings for them out of the experience (the benefits), they are less likely to want to take any negative action against you, your people and the organisation. Quite often when someone’s position is made redundant, the rest of your staff are watching to see how that person is either ‘handled’ or supported. So this has a ripple effect on the remaining staff as well.
A: Firstly, that’s an amazing outcome for them, but secondly my programs are more than just helping them get another job. We want to set them up for success in that new job so that they learn from their past experience so that history doesn’t repeat itself. Emotional balancing work still needs to be done so that they can healthily move through any grieving process. The coaching element would also pick up how to successfully onboard themselves into the new role and develop their career risk management strategy.
A: This is where it is highly beneficial for me to speak with them asap, ideally on the day they are notified. Quite often participants think outplacement is simply getting their resume done, and may feel theirs is fine (which often it isn’t). Once they hear the benefit to them, they’re in!