This page printed on
07 Feb 2018 at 10:20

For reference, the url of this document is:

www.seemp.co.uk/index/traincon/emprelations/redundancysupport.htm

© South East Employers 2018

Redundancy Support from SEE

Are you managing people facing redundancy, facing redundancy yourself, or organising the 'mechanics' of redundancy? We may be able to help you.

In these uncertain times, we aim to provide support and guidance on your journey - we offer a full and flexible redundancy support service. This can be provided on behalf of an organisation’s corporate support package or, if the employing authority is a member of SEE, details of one-to-one support can be sent out with redundancy letters. Our services can be booked and funded by the authority or by the individual facing redundancy.

We offer a highly supportive environment to help you when facing career change or redundancy, and our facilitators are highly qualified and experienced in coaching, career management and psychometric assessment/ feedback.

How we can help you

 

Why one-to-one ‘off-line’ support works

Like any other significant change that people face, the response and issues are very personal and very different. For some, redundancy provides the opportunity to make changes that were overdue or longed for. For others it can be quite overwhelming in the short term and leave them feeling unskilled, ‘lost’ and angry.  Making assumptions about how people will respond or cope can cause problems. Whether a person is in a junior or senior position, a fairly new entrant or a long-serving employee, one cannot know how resourceful they are at that time to manage a way forward, even if they have chosen redundancy.  It is useful though to believe that, with the right support, we can all find a way forward.  Another useful belief is that we all need some help and support at times (it’s OK to ask for help, even if you are a helper yourself).  Creating time and space to help people think through the issues and options for themselves can make all the difference, especially when combined with practical support to design a C.V. or prepare for interviews (as appropriate).

Family, close friends and colleagues are very well intentioned when they say things like ‘what you’d be good at…’, ‘what you ought to do is…’ These people are often caught up in the situation and suffering too. However, the effect of their desire to ‘fix’ is to add pressure on the individual concerned. That is where a totally confidential conversation with expert guidance and support can transform their state and help them think logically. This results in greater confidence and a sense of direction, with a clearer focus about specific actions to take.

The importance of identifying what success means personally

Many people spend their lives aiming to live up to what they think success is. In reality this model of success is one imposed by others around them or by society generally (e.g. messages in the media or from school/college/family). If you are insightful about your own model of success then you will know when you have got there and be able to celebrate that success, rather than always feeling like you should be achieving more.

For some people success is moving up the career ladder, higher status and earning more money. For others it’s about honing technical or specialist skills and being respected in their professional field. Other things such as work-life balance can be a vital part of success for many.

Identifying your personal career anchor

A career anchor is defined as the one thing a person would not give up if forced to make a choice. Edgar H. Schein says that this definition allows for only one anchor – the one set of talents, values and motives at the top of one’s personal hierarchy. However, many career situations make it possible to fulfil several sets of talents, values and motives, making a choice unnecessary and thus preventing a person from finding out what is really at the top. When faced with the need to search for new work, it might be useful to examine what you really need from your world of work in order to maintain self-esteem and motivation. Schein describes eight anchors:

  • Technical/Functional competence
  • General Managerial competence
  • Autonomy/Independence
  • Security/Stability
  • Entrepreneurial Creativity
  • Service/Dedication to a cause
  • Pure Challenge
  • Lifestyle

The anchor affects the type of reward package, level of risk and conditions of employment that a person will be comfortable with. Current research indicates that even if people make what appears to be quite a radical career change, the underlying anchor remains the same.

Many people who have been working in local government for some time have a Security/Stability anchor, which explains why those people can find the threat of major change in their lives so threatening. People who went into local government or the civil service to have a job for life were content to have regular increments in their salary and steady career progression, partly linked to length of service.  We are now seeing this model of employment and reward changing.

Outcome planning – getting in control

Personal support can help people to form Well Formed Outcomes. This framework and technique focuses on planning to achieve goals that have already been identified, or to explore a range of possible outcomes. In times of stress we sometimes find that our thoughts are going round in circles and we struggle to separate ‘the wood from the trees’. This technique is a good way to ensure that you are future-focussed and work towards that ultimate success, as described earlier. It works on the principle that we have all the resources we need to make the changes we want; becoming more insightful about our thought-patterns, feelings and actions, we can identify what and how we want to change.

Personality profiles for career guidance and preparing for interviews

Completing an on-line personality profile and having a feedback conversation with a qualified ‘user’ can help a person to focus on their work style preferences and career options. For managers, a leadership report (various options available) will focus on a range of competencies for leadership and management roles.

Being insightful about their preferences, strengths and how they minimise the effects of their weaknesses can help interviewees to project confidence and have a positive impact.

 

For further information or to discuss your needs, please email info@seemp.co.uk or call 01962 840664.