Working Transitions

Scenario 3 | Change

Restructuring, redeployment, re-organisation, downsizing, re-location, acquisition, merger and – probably the word people least want to hear - redundancy - are frequently in the headlines. For the majority of people they are just yet another bad news story that elicits sympathy, but then is quickly forgotten.

When you are personally affected however - like the 96,000 individuals that faced redundancy in Q1 2018 (source: Office for National Statistics) - it’s a very different matter.

Often in these scenarios, the organisation will recognise that people are in transition and would benefit from additional support but frequently this is presented as outplacement support and is too little too late. The evidence is clear from our work over many years that offering career transition support earlier in the organisational change cycle can have a big impact in areas such as morale, engagement, productivity and ultimately enables people to be better equipped to leave well.

“The £1Bn HMCTS Reform programme will impact all of its employees over the next few years and will therefore provide an ongoing period of change for individuals. The significant

reduction in staff over the lifetime of the programme and the requirement for redeployment or potential redundancy, will require employees to be resilient and confident to take ownership

of their career development.

By implementing the principles of providing career transition earlier, the aim of HMCTS is to provide employees with the choice to maximise the opportunities that will become available,

with the result being a settled and committed workforce delivering the best justice system in the world.“  Person Transition Workstrand Lead Her Majesty's Courts and Tribunals Service

It’s well documented that most people react badly when they are impacted by change at work. Feelings of fear, anxiety, depression and even panic can quickly take hold. It’s such a personal experience, no matter how large or small the change every individual is always impacted individually according to their personal circumstances, knowledge and confidence level. One of the overwhelming drivers of negativity is usually the feeling of being 'done unto' or being unable to exert any control over events.

After more than 25 years of supporting individuals through the challenges and opportunities of workplace change be know that there is very rarely a situation where people cannot exert some influence and gain some element of control. Change at work can take many forms but there are usually four main scenarios when you can provide effective career transition support and help your people to take actions that make a positive difference to outcomes – for the organisation and the individual.

Want to find out more?  Our Whitepaper ‘A NEW approach to career transition’ is available to download now.


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Working Transitions
03 June 2019
Supporting effective and successful organisational change


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