|
Redundancy is one of those words that can stop people in their tracks. Even when it is handled well, it can knock confidence, trigger worry about the future and leave people questioning their value. I have seen this from both sides, earlier in my career, when I worked in HR and supported redundancy processes and over the last six years working directly with clients whose roles have come to an end. That dual perspective has shaped my strong belief that outplacement support is not a “nice to have”. It is one of the most human and responsible things an organisation can offer when roles are coming to an end.
Outplacement is often talked about purely in the context of redundancy. But I have also worked with an organisation that offered this support to anyone leaving the business, including probationary terminations and the end of temporary contracts. Seeing the impact of that approach only reinforced how powerful this support can be. From a career transformation perspective, outplacement can be genuinely life changing. Redundancy is not a failure but it often feels like one. Even when people understand the business reasons behind redundancy, it is still deeply personal. Jobs are tied to identity, security and self worth. In HR, I saw how carefully processes could be designed and still land painfully. In my work with clients since, I have seen the emotional impact long after the consultation meetings have ended. Outplacement support helps interrupt that spiral. It reframes redundancy as a transition rather than an ending. With the right guidance, people can start to see their skills clearly again, understand what they want next and regain a sense of control. Without support, many people rush into the next role out of fear. With support, they make better, more confident choices. What good outplacement actually does At its best, outplacement is not just about polishing a CV or teaching interview technique. It is about helping someone reconnect with who they are professionally. That might include:
Over the last six years, I have watched clients use redundancy as a catalyst for meaningful change. Many step into roles that suit them better than the one they lost, something they may never have explored without support. The organisational benefits are real When I worked in HR, I saw first hand how difficult redundancy decisions can be for leaders too. Offering outplacement was one of the few ways organisations could genuinely soften the impact. How people are treated on the way out is noticed by those who remain. It affects morale, trust and engagement. Employees watch closely to see whether values are lived or just written on a website. Outplacement support sends a clear message: we value people as humans, not just as job titles. It also protects employer brand. People talk. They post on LinkedIn. They share their experiences with peers. An organisation that supports people through difficult exits is far more likely to be spoken about positively. Extending support beyond redundancy One of the most forward thinking approaches I have seen is an organisation that I have worked with on and off over the last 3 years offers outplacement to anyone leaving, regardless of the reason. If a probationary period did not work out, the individual still received career support. If a temporary contract ended, they were not simply shown the door. If the individual is made redundant, they receive career support. From both my HR background and my coaching work, I have seen how this approach reduces stigma. People are less likely to internalise a probationary termination as personal failure when they are met with compassion and practical help. A more human way to handle change Career paths are no longer linear. People will change roles, industries and working patterns multiple times. Organisations that recognise this and support people through transitions are leading the way. Outplacement is not about prolonging the employment relationship. It is about ending it well. Having seen redundancy from the inside as an HR professional and from the outside as a career coach over the last six years, I know how powerful this support can be. With the right outplacement in place, redundancy can become a turning point rather than a setback. In a world where change is constant, that kind of support is not just kind. It is essential. If your organisation is navigating change and you are considering how best to support people through transitions, I would love to have a conversation so please email me at [email protected]
0 Comments
Navigating Change: Understanding the Change Curve and Effective Leadership During Transitions1/23/2025 Change is one of those unavoidable things in life and business, but let’s face it—it’s something we all struggle with. Whether you’re steering your team through a restructuring, adapting to market shifts, or even facing a personal transition, understanding how people respond to change is crucial for making that journey smoother.
In this blog, I want to dive into one of the best tools for managing change: The Change Curve. This model gives us a solid framework for understanding and navigating the emotional ups and downs that come with change, whether in our personal or professional lives. When used right, it can turn what might feel like an overwhelming challenge into an opportunity for growth. What Is the Change Curve and Why Should You Care? The Change Curve, based on Elisabeth Kübler-Ross's work on grief, shows the emotional journey we go through when dealing with significant change. Though it was originally developed for personal loss, it’s become a game-changer in both personal and organisational transitions. Change triggers strong emotional reactions because it disrupts the status quo. It brings uncertainty and fear. By understanding the stages of the Change Curve, you can empathise with your team, plan more effectively, and lead confidently through change. The Four Stages of the Change Curve 1.Shock and Denial This is the "wait, what?" phase. People are overwhelmed and may resist, downplaying the significance of the change or pretending it’s not happening. Common Reactions: “This won’t affect me.” “This isn’t necessary—we’ve always done it this way.” Leadership Strategy: Communicate early and often. Be transparent to reduce uncertainty. Acknowledge the emotions, but stick to your message about why change is needed. 2.Frustration and Resistance As the reality of the change starts to settle in, frustration and resistance kick in. People may feel anxious or lost, focusing on what they stand to lose. Common Reactions: “This is going to fail.” “Why wasn’t I consulted?” Leadership Strategy: Patience and empathy go a long way here. Create open spaces for dialogue where people can share their concerns. Build trust by addressing their fears and providing reassurance about the process. 3.Experimentation and Exploration As people adjust, they begin to experiment with the new way of doing things. Optimism and curiosity replace resistance, and they start embracing the change. Common Reactions: “Maybe this could work.” “What’s the next step?” Leadership Strategy: Give your team the tools they need to experiment, whether that’s training, resources, or simply moral support. Celebrate the small wins along the way to keep up momentum. 4.Integration and Commitment People have fully accepted the change and start integrating it into their daily routines. They feel more confident and committed to the new way of working. Common Reactions: “I see how this benefits us.” “This is the new normal.” Leadership Strategy: Continue to highlight positive outcomes, and show appreciation for everyone’s hard work. Take time to reflect on the process and identify what you can do better next time. Why Leaders Need the Change Curve As a leader, the Change Curve is an essential tool because it helps you:
Practical Tips for Leading Through Change Here are three actionable steps you can implement today:
A Personal Reflection: Navigating My Own Change Curve I’ve lived the Change Curve myself. As an HR professional, I’ve supported numerous teams through change processes, managing staffing adjustments and dealing with restructuring. But I’ve also been on the other side of change. Twice, I’ve experienced redundancy—both times, it felt like a huge emotional rollercoaster. The fear, frustration, and uncertainty were real, but I learned valuable lessons about resilience, adaptability, and the importance of perspective. One of the most profound transitions I experienced was returning to work after maternity leave. I found myself balancing a new role as a mother with my career ambitions, and honestly, I felt overwhelmed at times. But as I moved through the stages of the Change Curve—with support, reflection, and a lot of adaptability—I found clarity and confidence. That period of change actually sparked the creation of The Career Owl, a platform where I now help others navigate their own career journeys with purpose and resilience. Embrace Change as an Opportunity Change isn’t easy, but it’s a powerful driver of growth. By understanding the emotional journey of the Change Curve, you can lead your team through transitions with empathy, clarity, and confidence. So, where are you on the Change Curve right now? Are you leading a team through it, or are you navigating your own transition? Let me know in the comments or share your insights—I’d love to hear from you! And don’t forget to check out my podcast episode, where I share 5 Essential Strategies for Managing Crises and Driving Organisational Change. Listen now: https://yourpathtocareersuccess.buzzsprout.com #ChangeManagement #Leadership #ChangeCurve #TransitionManagement #OrganisationalChange #LeadershipDevelopment #BusinessLeadership #EmployeeEngagement #ResilienceInLeadership #ChangeLeadership #PersonalDevelopment #CareerTransitions #GrowthMindset #WorkplaceCulture #Adaptability |
Categories
All
|
📸 All photos of Kathryn "The Career Owl" are taken by the amazing Photographer Katie Needle
|
|
|
|
|
|
|
© Copyright 2026 The Career Owl. We are the owner or licensee of all intellectual property rights in our social media posts / anything else we publish (for example the copyright and any rights in the designs, layout, photographs, images, text and content). They are protected by copyright. You must not change, copy, reproduce or translate anything within our social media posts / anything else you publish without our consent. You are not permitted to license, sell, rent, lease, transfer, assign, distribute, exploit or otherwise make our social media posts / anything else you publish available to any third party such as by posting on your own social media accounts.”