Forced into Declaring Redundancies?- please don't overlook the "ripple effect"Parting company with a valued colleague can be emotionally difficult for all three parties: the employee, the employer and those left behind. Our Transitional Support service offers value to all three. It's at times like these that espoused values are truly tested - to see that they are being lived. We help you to demonstrate that to your company in the best possible way. • For the employee: We provide a confidential sounding board for their hopes, dreams, fears and aspirations. We provide a structure to help them adjust more quickly and hence, move forward with confidence and commitment. We provide a framework for action to help them make decisions, make contacts and make progress into their new working life. • For the employer: We help you to feel satisfied that you are doing the very best you can by your ex-colleague and though economic circumstances have been detrimental, you were true to your values about respecting people and supporting their development. • For those left behind: Losing a colleague can be traumatic and induce feelings of fear, guilt, suspicion, anger and other negative emotions. We help them to see that their ex-colleague is being well looked after and that although redundancy is a scary place, it’s just a transitional phase.
What sets us apart?Using well-tested modern techniques,we focus on what the client wants rather than identifying and bemoaning what’s gone wrong. We subtly “drill down” to identify what’s working, then use this leverage as a vital “shortcut” towards early success. In short we help them to get there sooner.We help the client to compress the transition and accelerate into a new work life (or for employers – a new way of working.
EMPLOYEE SUPPORTThis programme comprises both group and one to one Transitional Support tailored to the requirements of the company. Group sessions are normally company based and one to one support may be either face to face or conducted on the telephone (or a combination of the two).Whether working one to one or with groups our approach has three distinct stages.
Stage 1: Identifying Real Aspirations When clients consider “what they want”, their answer is often governed by “what others expect of them”. In this first stage, we are able to help them to elicit their “perfect future” and articulate what impact this would have, not only on themselves, but on those around them. This is not “new age” dreaming, but merely a special opportunity for clients to consider their future from a different perspective. It’s a very challenging safe and friendly environment, uncluttered by past baggage. Stage 2: Reflection and Recognition In the hurley burley of a client’s working life they often take their on-going learning and high level skills for granted – performing intuitively. In stage two we take time to empathise and encourage the individual to identify their tacit skills and strengths and how these might contribute to their “end game”. Stage 3: Planning and Implementation We work with the client to clearly identify possible work roles, identify their personal action plan and milestones of achievement. There’s continuing support for them in CV creation, their “marketing campaign” and effective interviewing. These enhanced career transition activities help to maintain the momentum to secure the right new position.
EMPLOYER SUPPORTIn any redundancy situation, the focus is understandably centred on the employee, but of course the process also has an effect on the employer. A process that no one wants is forced on Directors and Executives by circumstances outside their control. They then have the unenviable task of “doing more with less”.With our employers’ Transitional Support programme, we work through three distinct phases: Phase 1: The New Operation This phase is focused on helping the client define their success criteria. Using techniques similar to the ones employed in our employee programmes, we are able to help them to elicit the “perfect post redundancy future” and articulate what impact this would have on them individually and on those around them. What will the operation look like? How does it perform? Phase 2: Strengths and Resources It’s in circumstances such as this, that employers will need to be able to turn to their remaining staff for support. In this phase we help them to identify:
• The amount of credit in the “bank of employee goodwill” • How this credit might be enhanced • Coping strategies • Effective communication channels • Mutual expectations Phase 3: Implementation In Phase 3 we help individuals and teams maintain the necessary balance in managing the current operation alongside the redundancy process. The latter, whilst still a formal process needs to demonstrate its human interface. An organisation that’s perceived to be caring in the good times needs to be seen to be so in difficult ones. We are there to act as an independent and understanding sounding board in helping employers deal with the inevitable challenges.
FOR THOSE LEFT BEHINDEmployees, once they are no longer at risk of redundancy, become an even more vital asset than before. The future of the business in whatever form it might take will depend on them. Whilst their energy has to be focused on the future, they can play an invaluable role in the “present”.Using an interactive workshop format, Transitional Support for this group is centred on maintaining clear channels of communication, respecting their feedback and turning any negative perceptions into goals for future achievement. We achieve this by taking them through their own three stage process. Stage 1: Life Afterwards How they see the “perfect future” Exploring their best hopes and in helping them to describe them in some detail, offers groups emotional preparation for “being there”. Stage 2: Skills and Experience Inventory Such testing times call for maximising resources. This stage offers the opportunity to jointly review personal resources and skill sets that have not been manifested before or may well have been taken for granted in the past. Stage 3: Commitment to Future Stability and Success The purpose of stage 3 is to enlist group support and commitment. We facilitate the compilation of group support initiatives that will add inertia to the changes that are to be demanded of them. ***************************************************************
Client Comments: “Doing this on my own, apart from it being totally demoralising, would have taken me so much longer and even then I wouldn’t have been able to make such a great job move” - B.W. London (Senior Project Manager – US Multinational Group) “John’s real skill was bringing out the skills that I had, but wasn’t even aware of” - A.B London (Chief Executive UK Food Manufacturer) “John will help you get there in the shortest possible time and it works!” S.L Singapore (Managing Partner - Pacific Rim Management Consultancy) **************************************************************** Our Support Programmes are led by John Sproson
John started his career in production management before moving into the service sector He took the lead on introducing and implementing company wide job evaluation and selling consultancy services programmes. He then moved on to set up his own business operating overseas fulfilling sales and marketing roles. John has over 12 years experience in the business support and personal development arenas, predominantly in recruitment, assessment and coaching of teams and individuals. He is qualified in NLP and Time Line Therapy and is a certified Solutions Focus practitioner. John is an acknowledged leader on the application of Solution Focused management techniques and contributor to “Solutions Focused Management”, a compendium of sophisticated management techniques published by Rainer Hampp Verlage (Munich December 2006 ISSSN 1862-9091) To find out more just click
HERE
|
