Latest articles

Redeployment is a hot topic now but one that is unfortunately still often overlooked. There are many reasons why employees who may be required to be released as part of a restructure should be considered for potential future roles.

During times of transition and uncertainty, adaptability and resilience are paramount. The Adversity Quotient (AQ) is an important tool to gauge an individual’s capacity to learn and thrive in the face of adversity.

While restructuring often aims to streamline operations, improve efficiency, and foster innovation, its success hinges not only on structural changes but also on the transformation of organisational culture.

For anyone facing a job loss due to redundancy, it can be a challenging experience. But it can also present opportunity for growth, reinvention, and a fresh start. Discover how navigating a career transition can transform your career journey.

Organisational restructures are inevitable. Are you prepared? Clear objectives must be defined to guide a restructure particularly when its core goal is enhancing efficiency or cutting costs. Effective planning, transparent communication and transparency is critical.

As organisations face continued economic uncertainty, a new trend has emerged causing controversy. 'Quiet cutting' is where an employer reassigns a worker to a new role, in hopes they will eventually quit. In doing so, the organisation avoids undertaking the redundancy process.

The hard side of change. Guilt, stress, reduction in performance and mistrust are commonplace in the wake of widespread change. There is an emotional strain for those who remain as they miss co-workers, engulf their workloads and feel uncertain about their own futures.

Regardless of their character, a career transition is a process, not an event. While career coaches are not recruiters or headhunters, they support in the development of a sound transition plan from individualised support, emotional resilience, networking strategies and more.

Across the lifespan of any organisation, workforce change is inevitable. In order to be prepared, organisations should have a career transition and outplacement provider on the books. In doing so they have a trusted partner who can provide advice before any workforce change occurs.

An HR professional’s journey through an organisational restructure and associated redundancies is a testament to their resilience and adaptability – a reminder that even in times of personal crisis, the HR function plays a pivotal role in guiding organisations through change.

When a company continuously restructures, shifting its strategies, objectives and focus, team members will naturally find themselves grappling with uncertainty and scepticism.

I’ll be the first to admit that for the majority of my career I was under the impression that terms like “outplacement”, “organisational restructure”, or “career transition” were something only the big corporates had to think (or worry) about.

History can teach invaluable lessons. As we again need to reshape our teams and are forced to reduce headcount, it is worth reviewing what we have learnt from the past.

If your organisation only provides career transition support in the form of outplacement services for employees once they have been made redundant, you and your employees are missing out.

We are often asked about our coaches and our broader coach community. Where are they all located? What are their areas of specialisation? What qualifications do they hold? What experience have they had working with individuals from diverse socio-economic, CALD and indigenous backgrounds? Check out our awesome Infographic to learn more.

Searching for suitable roles, cold calling, writing endless cover letters… and nothing is more disheartening than the deafening silence that can follow an application. So how can you stay motivated?

You may think that modesty is best to avoid appearing arrogant in a resume or interview, but selling yourself short will do you no favours. If you want to get a job, you have to know how to market yourself effectively.

If you plan on offering career transition services to exiting employees, act sooner rather than later

If you’re in a career or role where technology is making rapid advances, your best defence is to invest in soft skills development – that is, you need to build up your transferable soft skills in order to future-proof your career.

In Japan there is a term called mottainai, which expresses regret when something good is wasted. Environmentalists, who follow the mottainai philosophy, look to the four Rs of Reduce, Reuse, Recycle and Repair in all aspects of life.