Budget time is upon us and this will have implications for all levels of Government across Australia. With forecasted deficits due to declining tax revenues, the Commonwealth Government will seek to squeeze expenditure savings across all Departments and its allocations to States and Territories for items like health and education.

The consequences of this have already materialised within some Government departments, with major shake-ups of Defence and the ATO resulting in the loss of a significant number of public service jobs over the past 12 months.

Redundancies are often a difficult, yet necessary part of the organisational change cycle. However, when poorly planned, redundancies can have a devastating impact on both the employees directly impacted and the ones left behind. Pressure to deliver more services for less cost is an ongoing battle leading to a state of almost constant change. A reactive approach to managing this change and the employees impacted make the implementation of change more challenging. More often than not this leads to:

  • Decreases in employee engagement;
  • Loss of productivity as evidenced by absenteeism and  WH&S claims;
  • Declining employee and organisational resilience; and
  • Loss of talent

To avoid these consequences, it is imperative that HR Managers are on the front foot to manage the human impact of change. If executed effectively, a successful change management program incorporating outplacement and health and wellbeing support are valuable tools to help manage this change and avoid the consequences listed above.

A good outplacement program should assist with the following:

  • Dealing with the redundancy decision
  • Identifying potential career paths
  • Assessing career opportunities
  • Identifying transferable skills
  • Assessing their self-marketing capabilities
    • Career achievements
    • Re