Our Approach
Planning = Understanding
Planning is as important as the implementation and roll out. Reddin Transitions recognises it has two stakeholders in any career transition or outplacement exercise it manages. The earlier we’re involved in the planning process, the better. We can advise on the criteria by which people are selected for retrenchment or redundancy, advise on risk management strategies and help ensure that you’re not stripping the organisation of vital skills that will be missed down the track.
We need to understand who is going to be affected by the change, their length of service with you, their skills and perceived potential, their likely reaction to the change and their potential for moving into a new role or new career path. We need to understand the individual as a person so we can match them with the most appropriate coach.
Understanding = Your solution
Once we appreciate the full situation, we’re in a position to design the right program for you.
- Perhaps it’s all one-on-one work or a combination of group and one-on-one
- Is there a need for a job club to be established?
- Some people need career transition facilities, others are self sufficient
- Some only need some tweaking of their skills, whilst others need a comprehensive program of support and ongoing motivation.
It’s in this tailoring that we excel in meeting the needs of the individual within your budget.