Working Transitions

Supporting the Employee Lifecycle - Onboarding

Unemployment has fallen below 4% for the first time since the mid-1970’s, and 473.000 more people are in work than compared to 2018 causing the employment rate to reach an all time high of 76.1%. Attracting - and retaining staff is more critical than ever before. (Gov.uk)

Studies have shown that 87% of employees are less likely to leave a company when they are engaged and recognised. Offering onboarding support is vital when hiring employees as it allows new employees to be productive and to show their skills and knowledge and more motivated, plus will retain the talent vital to the organisation. 

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Working Transitions

Supporting the Employee LifeCycle

Modern Career Transition support is a tailored approach to supporting individuals at many stages throughout their career - when they need to make a critical decision, cope with additional stress or uncertainty, or prepare for a new role or working pattern. To be fully effective, people should be guided to develop the skills that enable them to take ownership for their career planning and decisions. 

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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.

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Working Transitions

Redundancy – The Unexpected Benefits of Providing Outplacement Support

The last few weeks have been tough for British business with a raft of announcements that will likely result in the loss of staff.  Ford, Honda, Marks & Spencer, TSB and – this week’s announcement – the collapse of Jamie Oliver’s restaurant chain with an estimated 1,000 redundancies.

In today’s business environment, change is inevitable. And change can result in some tough choices. Redundancy is a word that people often fear – it can be a challenging and emotive time – for the organisation, the team who remain and, most importantly, for affected individuals.

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