07 | Feb | 2018

CASE STUDY: Large scale career transition services - international communications company

Author: Trevor-Roberts

THE FACTS

Employees impacted: 400+

Locations: 9 throughout Australia

Length of project: 3 years

Client contact: Human Resource Director and National Human Resource Business Partner team 

After a reduction in funding, an international communications company announced the redundancy of several hundred jobs across the country. Trevor-Roberts was engaged as the sole provider of Career Transition services for more than 400 impacted employees nationally – a first for our national client. Support was provided to HRBPs and affected employees across a range of levels and touch points.

OUR SOLUTION

Service was provided in multiple locations, including metropolitan cities and regional locations and required flexible solutions including on and off-site support/programs.

  • Flexibility was key in this project, as needs changed across the life of the project. The employees we supported ranged from operational and administrative staff through to senior executives, so highly individualised programs were needed. 
  • To support the HRBPs in each state, Trevor-Roberts implemented ongoing project management and communications in each location, with coordination from our head office. 
  • Additional support was required for managers who had little/no experience in restructures & redundancies. Our coaches were there to guide managers through the challenging and highly charged environment throughout the transformation.
  • Trevor-Roberts contacted individuals within 24 hours of notification. Where possible, the first coaching session was conducted within 3 days of initial phone call in order to support the individual as they exited the organisation and to manage the emotions that come with such a transition. This also assisted the organisation to effectively manage its employer brand amongst remaining and exiting employees.
  • Assisting employees to identify career direction following their redundancy. Each program was tailored to suit the employee’s individual circumstances – transition to retirement, starting their own business or consultancy or finding a new role quickly to ensure time out of work was avoided or minimised.
  • Defining and implementing a suitable job search strategy for their skills and levels of experience and based on their identified career direction.
  • For individuals looking to secure a new role quickly, coaches worked to prepare a resume and develop interview skills to decrease length of time each affected employee was not working.

OUTCOMES

  • Net promoter score for this project: 641
  • 97% would highly rate the effectiveness of their Trevor-Roberts Career Transition Program 
  • 94% would highly rate their experience with their Trevor-Roberts career coach 
  • More than half the program participants had successfully transitioned after only 4 sessions with their career coach. This was a great result, given that seek.com.au reports over a quarter (26%) of job seekers who are currently searching for a new job have been looking for three to six months. 
What our client had to say....

"I have worked with Trevor-Roberts for many years in assisting employees transition their careers after their job was no longer required for the efficient and economical operation of the organisation.  Feedback from employees has always been positive, and what stands out is that Trevor-Roberts really cared about [each individual] and they didn’t form the impression it was a box ticking exercise."

- HR Business Partner

What a program participant had to say....

“The beauty of the program is that I can tailor it to suit my needs and focus on the areas that are of interest to me.  It's not a "one size fits all" approach which I really appreciate”.

- Career Transition Program Participant 

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[1] A Net promoter score (NPS) is a measure of likelihood that our customers would recommend our services to a friend or colleague. A company’s NPS can fall anywhere between -100 and 100, with the average across most companies being 5-10, and 30-40 universally considered “good”. Bain & Co defines a score of 50-80 as “very good to outstanding”. 

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Tags: Career Transition, Redundancy, Restructures

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