A career transition program is usually provided by an organisation for an employee who is leaving on an involuntary basis, such as a redundancy. However, such support may also be provided in other circumstances where the employer want to support an individual to successfully transition to something new.

Once an employer offers a career transition program, it’s up to the individual whether they would like to take it up. Ideally, they’re given a period of time to make this decision as everybody’s circumstances are different.

Depending on the outplacement provider, there may be time limitations on the support. Trevor Roberts allows up to 12 months for our programs, with extensions available.

Programs vary in duration, content, design, the seniority of the consultants and the resources provided. The details of a program depend on the type of program that the employer has chosen for the affected employee and the specific needs of the individual.

Although career transition programs differ from provider to provider, a standard program typically consists of career coaching, access to group workshops and online resources to assist the individual to find their next role.

Within the coaching sessions, a career coach assists the individual to explore possible career options for the future, understand their skills, interests and preferences, develop resumes and cover letters, identify and apply for suitable jobs, prepare for interview and use platforms such as LinkedIn to advance their job search.

As technology continues to advance, skype consultations and online offerings are becoming more widely available to clients based in remote locations.

The content of a program, covered with a career coach across multiple sessions, incorporates some or all of the below:

Organisational change and the need for career transition support may be triggered by a host of different factors:

• Mergers, acquisitions and divestments
• Downsizing
• New business ventures
• Geographic and international growth (or retreat)
• Restructuring
• Shifts in markets and services.

When it is decided by management that organisational change will occur, human resources professionals are relied upon to handle the bulk of the work. To shape communications, advise on new organisational structures, associated accountabilities, remuneration options and redeployment options. Another key element of the HR role in times of redundancies is to develop the policies and programs around the treatment and relocation of affected employees. What’s more, ensuring effective governance over formal obligations in times of change can be a difficult task. Poorly thought through, albeit well-intentioned, actions can seriously impact a major change project.

There is, however, another critical accountability that is often less considered by organisations. That is the guidance of managers in dealing with the human aspects of an organisational change.

Many managers and HR professional say that retrenching an employee is one of the most difficult tasks that they have faced.

Offering career transition programs to individuals affected by organisational change is best practice and ensures the ‘human’ element of a restructure is handled respectfully.

There are 5 elements that will assist you to retrench an employee with dignity and ensure your organisation avoids these consequences – you can read more on these here.

It is important to keep in mind that communication regarding the changes, monitoring how the changes are affecting employees and looking after your team, your managers and yourself is important throughout the change process.

One of the single most important tasks for executives leading through a restructure is the creation of a compelling narrative for the new future.

This narrative is essential when it comes to guiding both the behaviours of an organisation’s employees, and their understanding of what is expected of them after a period of change. A narrative for the new future is also necessary to serve as a guide for employees’ understanding of the organisation’s strategy.

Choosing to lead with optimism during these difficult times can give employees the motivation and commitment to take advantage of the potential opportunities that lie ahead, rather than getting caught up in negativity and dwelling on the uncertainty of their role.

The overwhelming feedback we receive is that by helping program participants to transform their careers, we are also empowering them to transform their lives.

The individuals who use our programs come away with a direction for the future and a roadmap to get there. With our Career Transition programs, we see our customers improve not only their skills and capabilities, but also develop a new approach to the job market. We provide our customers with the tools to succeed, and as a result they become more effective in the job market and secure new opportunities quicker.

Avoid the negative impacts of organisational change on employees

Organisational changes can create significant stress and uncertainty for individuals simply through the way they are treated. Companies can turn into transactional, disengaged workplaces by the cumulative effect of insensitive, impersonal actions and omissions. This can end in cynicism for remaining employees as they observe these same companies promoting new values around people and integrity in a cultural “rebirth”.

Offering career transition support to those affected can work to counter or reduce the likelihood of ‘survivors’ feeling that their former colleagues were mistreated.

Protects from litigation

Providing your employees with programs that can assist them to move to the next stage of their career will help demonstrate your commitment to fulfilling your corporate responsibility to them. The one-on-one career coaching and workshops help affected individuals look toward the future, rather than dwelling on the past. In most cases, this support demonstrates that your organisation is fair and supportive and decreases the likelihood of litigation from disgruntled ex-employees. When managing redundancies, it is important to put as much effort as you can into supporting those who have been affected by it.

Upholds your employer brand

Having outplacement services in place assists to protect your employer brand in the eyes of investors, customers, employees and future candidates, as it shows that you care for your staff and their future. By concentrating on moving forward and helping your employees to do the same, your organisation demonstrates professionalism, focus and dedication in supporting its current and past employees  –  attributes that will only help to enhance your employer brand into the future.

Ensures productivity & morale from remaining staff

Often after organisational change, the ‘survivors’ that remain can feel disheartened, angry or even worried about their own future careers. This can affect their motivation and dedication to the company, as well as their productivity. Treating affected employees with dignity and respect can also work to reassure your staff and encourage them to feel confident again in the work that they do by showing your concern and support, and offering outplacement services.

Once career coaching begins with an individual, the process is confidential (in order to build trust of the participant, and to ensure that absolutely frank and fearless advice is given where necessary). General feedback only as to the broad progress of each individual is provided back to the organisation and only in instances where the organisation has funded the program.