A person’s career is a cornerstone of their life. Whether you live to work or work to live, your job becomes an integral part of who you are – and an essential part of your overall wellbeing.

However, sometimes organisations are forced to restructure, causing anxious moments for all staff. Not only do redundancies directly affect exiting staff members and the manager responsible for facilitating the exit, but they can also have an indirect effect on the remaining team’s morale and engagement.

In such a tricky and emotional situation, it’s important to recognise the organisation’s duty of care to provide support to those involved – for the wellbeing of the employee, for those remaining with the organisation, and to ensure the organisation’s reputation is not damaged as part of the process.

The difficulties of facing change

Career transition support covers a number of different functions, but first and foremost it’s about ensuring the exiting staff member is emotionally supported and can appropriately and comfortably process the situation.

From here, the support should extend to assisting them with their job searching skills to gain new employment, including:

  • Identifying career options
  • Identifying transferable skills
  • Resume building
  • Interview skills
  • Building networks, and
  • Developing job seeking skills.

For some people, these skills might seem simple and straightforward. But career support looks different for everyone, depending on their needs.

An employee who has been with your company for an extended period — 10, 15 or even 30 years — and is suddenly made redundant will likely experience anxieties that go past the immediate shock. Their confidence in their ability to acquire a new job can be directly affected by their insecurities around