Discover what best-practice management of employee redundancy looks like.

This month the last Ford rolled off the production line in Australia.

While the powerful global brand isn’t disappearing altogether, nor its status as a significant employer of Australians, by this time next year there will be no automotive manufacturing left in Australia from any of the mainstream car companies.

The brands will live on, but the employees that spent so many years working for these employers will be forced to manage career change. The challenge for the employees is the career changes they face were not of their choosing.

The automotive industry is not alone in dealing with this structural change. Many organisations across the Government and Private sector need to manage the impact of change for the entity and its employees.

The industry, and all levels of Government, have been incredibly empathetic towards the employees that work in automotive and  have made major investments in support services, to ensure employees have the best opportunity for the next phases of their career.

In this month’s blog, we walk through the key areas of transition support Ford provided to ensure their employees could more effectively manage career change.

What does ‘good’ transition management look like?

Across the major car companies, each manufacturer has adopted a different approach to prepare their employees for transition.

Organisations find no joy managing employee redundancy, and across all manufacturers there is a clear intention to provide support for their, typically long serving, employees.

When it comes to best-practice transition management six core areas immediately come to mind. These include:

  1. Career planning
  2. Job searching
  3. Financial advice
  4. Re-training support
  5. Development of employment netwo