When block funding ends - what about your people?
We work with many organisations, particularly in the not-for-profit sector, which provide valuable community services that are funded through government block funding. The block funding model provides financial certainty over a fixed period of time,...
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CASE STUDY: Regional and Rural Career Transition
THE FACTS Employees impacted: 35 Locations: 57% based rurally Length of project: 16 months Client contact: Human Resource Director
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Have you given up on your employees during times of change?
Organisations must innovate the way that they view and respond to the automation of roles as technology continues to change the way the world works.
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7 reasons why businesses need career transition/outplacement support
For many HR professionals and leaders, it may seem counterintuitive (or just a waste of money!) to invest in the welfare of departing staff, especially those whom an organisation has targeted to leave for a specific reason.
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CASE STUDY: Large scale career transition services - international communications company
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
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How to re-engage your teams after a restructure
Corporate restructuring and layoffs are an unfortunate, but inevitable, part of today's business climate. Keeping your remaining employees engaged, motivated and productive after a restructure requires managers to be proactive, honest and consistent...
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4 of our clients' most common questions about restructures & redundancies
Recently a large Human Services firm approached us to assist with a significant restructure and we were asked the following questions, which happen to be the most common questions about restructures & redundancies that we receive from clients: What...
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How to plan for an unplanned career change
Unplanned career change brings with it a sudden array of pressures. These can include dealing with the uncertainty created by the loss of a formal position, financial concerns, and family instability, as well as the need to articulate capabilities...
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Restructure Series: What happens to survivors after a restructure?
When organisations start to think about restructuring the business, often the need to nurture the remaining employees is forgotten. However, if people don’t feel valued, they won’t stick around. This can often be the impetus for pushing high...
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Restructure Series: 9 tips for choosing the best outplacement provider
Following an organisational restructure, there are many “audiences” watching how displaced people are treated and how they subsequently fare. Yet relatively few organisations handle the human element of restructures and redundancies well. However,...
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Restructure Series: How to manage a restructure for HR Professionals
Organisational change can be triggered by a host of different reasons, including acquisitions, mergers, divestments, downsizing, new business ventures, geographic and international growth (or retreat), restructuring, shifts in markets and services....
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