4 mistakes HR makes when it comes to redundancy

Mistake  1- Offering redundancy support only to junior employees

Many, including senior executives themselves, may question what an outplacement programme can offer those with long, successful careers and strong networks.  In our experience most employees that involuntarily lose their jobs, regardless of their position in the organisational hierarchy, experience feelings of insecurity and anxiety at some point.  Senior executives often take longer to transition into their next role or career change, so may face these feelings of uncertainty for a longer period of time which can quickly impact their confidence and cloud their thinking. Effective career transition support can help employees at all levels in the organisation manage these feelings effectively and equip them with the confidence and ability to map out their future career path.

Mistake 2- Assuming that if an employee has accessed career transition services previously, they will not need support when they experience a job loss again

Regardless of whether it is the first time an employee has involuntarily lost their job or the fifth time, the feelings of uncertainty, fear and anxiety that often accompany redundancy surface. Combine these recurring feelings with a rapidly changing job market and shifting personal goals, and it’s clear why employees can derive great value from career transition support each and every time they experience a job loss.