Looking for your next career move when facing redundancy can be hard. Regardless of your level of experience, industry knowledge or even your latest job role, there is a high probability that you will receive at least one rejection letter when you are looking for your new position.

Sadly, given the volume some companies receive, you may not even receive an acknowledgement of your application, let alone obtain a notice of rejection, which can be even more difficult when you have spent time and energy on applying for the role.

This isn’t an indication of anything that you have done wrong, or even that you weren’t suitable for the role you were applying for. With many other people also looking for their dream job, it is a statistical probability that you won’t always be successful, and a large proportion of people’s applications can leave them being made to feel ‘ghosted’.

However, in the face of rejection, it is important that you are resilient. The right job is just a successful application and interview away, but maintaining a sense of self and your self-confidence is imperative to enable you to perform well when the opportunity comes along.

Resilience is how well you can deal with – and bounce back from – challenges. Resilient people tend to maintain a more positive outlook and cope with stress more effectively. It can mean the difference between accepting rejection and being overwhelmed by it.

Although some people are naturally resilient, resilience can be learnt, and you can build resilience in a number of ways.

Set your goals – what are you looking for in your next role?

The threat of redundancy can be extremely daunting. However, setting yourself some reasonable goals can be the first step towards bouncing back. Those goals might be to revisit your CV, update your LinkedIn profile or reach out to a former boss, colleague or business partner for a coffee and a catch up. Whatever it is, setting and then achieving simple goals will help you start to work out – and work towards – what you want in the future.

Once you have set your goals, working towards them will also help you feel more in control of your situation. Finding a new job won’t happen without effort on your part, but breaking down the work that needs to be done and tackling it in a manageable way is important.

A sense of purpose

Redundancy is hard, but it can also be seen as an amazing opportunity to find an exciting new role or even change direction completely.  With a defined purpose, you’ll be more motivated to learn from your past experiences and keep going.

Outplacement is also a highly effective tool which your employer can provide to help you in finding your next career move following redundancy. Our team offers tailored outplacement to assist with this process, to help identify your options and transferable skills which could open new doors to your next role.

Believe in yourself

During a redundancy process it is important to retain confidence in your own abilities. It would be easy to start doubting yourself, but self-confidence is an important element of resilience. Listen out  for negative comments in your head. When you hear them, practice immediately replacing them with positive ones. Research has demonstrated that your self-esteem plays an important role in coping with stress and recovering from difficult events. Remind yourself of your strengths and accomplishments – and if you identify areas for improvement, take time to develop them too.

Develop your network

Your business network can play an important role in helping you find your next role. Reaching out to former colleagues, bosses, suppliers and other industry contacts can yield impressive results. It can also help your resilience, as having a network of supportive individuals is so important. Your personal network is important too, as we all need our champions and supporters cheering us on.

Embrace change

Flexibility and optimism are essential parts of resilience. By learning how to be more adaptable, you’ll be better equipped to respond when faced with a difficult life experience like redundancy. Change is difficult, but with a resilient mindset, you can come out of it stronger and happier, and with a new career.

 

Contact us today and see how our Consultants can help with Outplacement support and our Career Coaches can help your team build resilience.

 

The loss of an employee can be a difficult time for a company, especially if they are exiting from a senior role and have been with the company for a long time. Either of these elements can have a detrimental effect on staff morale.

As they leave it is essential that HR’s off-boarding process manages their exit effectively, not just for the employee involved, but also as a clear message to the rest of the company, and potentially for new hires, that the business will continue to look after its staff, even when they depart for pastures new.

While this can be easier for an employee leaving of their own volition and are departing on good terms, this is also important to manage for an employee who might be begrudgingly handing in their notice if they were unhappy in their role, or because of a company decision, such as redundancy. This can ensure that the company can retain some good PR, even out of a negative situation.

Sweeten the deal

There are multiple ways you can enhance an employee’s exit at an executive level.

Retaining some of the perks which the employee enjoyed for a short period of time after their departure, will help smooth their transition from the company and should be looked upon favourably from the remaining staff.

Offering such things as being able to keep hold of the company car, work mobile or laptop for another month for example, or extending their healthcare, will be sure to be appreciated, especially if their move is a geographic one as well as a work one.

Organising a moment of farewell, allowing other members of staff the chance to wish the exiting employee well in their next role, will provide all involved with a positive and lasting impression.

A small gift can act as a token of appreciation, and could take the form of company-branded merchandise, to continue to keep the company’s name in the leaving employee’s mind, especially if the door remains open for their potential return in the future.

Room to improve

One way to get a true measure of a company is to look at how they treat their departing staff, and, whatever the circumstances of a member of staff leaving, if they are treated with respect and made to feel valued, this can only lead to more positive reflections for the business.

Learnings can also be gained from the process, and used to inform future recruitment strategies and improve staff performance and retention, to assist with the growth and reputation of the business.

A good send-off

In order to retain a positive relationship with the exiting employee, providing support and assistance would not only be beneficial to them, but also the company. This can help to create a potentially beneficial connection, with the greater likelihood of new talent being referred, and enhancing the company’s appeal to attracting and retaining staff.

Offering coaching or outplacement support to the exiting employee can demonstrate how they are valued as a person as well as an employee, and can go a long way towards thanking them for their years of loyalty and service to the company.

We can offer a personalised approach for employees at all levels, providing a tailored package to suit the individual, demonstrating consideration and aiding towards a genuine, positive, beneficial and effective employee exit experience.

Get in touch to see how we can aid your staff leaving strategies.

There’s a lot of discussion around gender in general and specifically gender in the workplace, as an ongoing debate about equality and fairness. In terms of parity, it’s important that any discrepancies between pay and opportunities are addressed, and we do seem to have come a long way in terms of redressing the balance somewhat.

One example I have encountered is highly-successful female clients who fear participating in interviews, if they know there are men on the shortlist as well. They become self-effacing and self-deprecating, to the point of being too humble about their achievements and experience. In fact, they become convinced that their own skills, experience and achievements will not win over the interviewer and secure the role. This is patently not true but persuading them otherwise can be problematic.

Never knowingly undersold

It’s very important not to undersell yourself when it comes to interviews – no matter what gender you are. By feeling inferior due to gender, you are immediately setting yourself up to fail. It’s a disadvantage from the off and we all know it’s difficult enough preparing for interviews, without added pressures such as psychological impacts to factor in. It’s also important to ensure that you are well prepared for your interview, so that your CV and interview answers accurately reflect your real personality, knowledge and skills. Don’t undersell your achievements and skills, in fact highlight areas you feel that are your particular strengths. 

Mental barriers

The sense of women feeling inferior in the workplace or of being unsuitable for a role may seem archaic in 2024, but in some women’s minds these mental barriers still exist. They feel as though they are conforming to gender norms, that if they are a women they shouldn’t be putting themselves forward for certain roles in specific professions. This is at a time when women’s participation in traditionally male-dominated sectors, such as construction or engineering for instance, are on the rise. If I am encountering this in my circle of clients, which I always deem to be a pretty representative cross-section, then it’s probably not an unusual occurrence across business and society in general.    

Engendering confidence

So much so, that it is not unusual for us to be approached by organisations to offer support to employees who are going for high level internal roles and need to perform in interview.  In my experience, even in this situation, some women immediately feel at a disadvantage.

Part of my role as a Consultant is to actively encourage positivity around identifying and finding new roles, and also to engender confidence prior to an interview situation. This can be done in a number of ways. It may sound like stating the obvious, but I find the more preparation candidates carry out, the stronger they become and the more confident they will be in their own persona and capabilities. This will come out in the interview and present them as a strong, convincing candidate. In this way, the best candidate will always secure the role they are best suited for – whatever their gender.

Job searching can be an anxious time for many, especially if there is the added pressure of needing to find a new role whilst no longer in post. This can lead to a rollercoaster of emotions, particularly if several interviews have been and gone with no job offer in sight. These can range from hope to frustration, annoyance, and even anger, before you’re ready to accept and move on, ready to repeat the whole process again.

Don’t sell yourself short

It can be very tempting, therefore, to accept the first job offer that comes your way, even if it might not be a perfect fit. I do become concerned if my clients say that they are ‘happy’ to settle for less in this, whether that be for a lower salary or level of role.

However, if you don’t retain your market value, it can be difficult to regain it if you become unhappy in your new role. This is especially true if you’ve taken a pay cut or a step down the career ladder, as you can’t as easily immediately return to a higher salary or a more senior role level that you are currently accustomed to.

Keep in check

I work with clients to help them rebuild their confidence and self-worth through the job searching and interviewing process, building resilience in the face of rejection.

I can also help them to identify what they want and need in their next role, and what is negotiable.

It’s important then, right at the beginning, to have a checklist of what you’re looking for. These most commonly include:

  • Level of role
  • Function
  • Sector
  • Culture
  • Size
  • The amount of time working away (both nationally and internationally)

and, of course,

  • Salary

The only way is up

Just like it has taken you time to amass a career and standing to be proud of, it might take time to find the next role to suit you and help you take your next step up on the career ladder.

A focussed job search campaign, with an uplifted attitude and a tick list of what is important to you will help you to achieve your goals.

At this time of year, it’s important to know that there are better times ahead. Try to think about the successful career you’ve had, not just the gruelling process of finding your next role. You might find that by holding out for something better, you’ll be pleasantly surprised by being offered more than expected, such as increased pension contributions, extra holidays, or private health insurance.

It’s a long road to success, but it’ll be worth it.

If your business is restructuring, speak to us about how we can help your employees to find their next dream role.

When Bryan’s latest assignment finished in 2022, he found himself on the job market, for the first time since he had graduated. After taking a few months off to travel and explore some personal opportunities, it was time to start looking seriously for his next role. Bryan explains: “I had been so lucky to have been ‘in work’ straight from my studies, and I had underestimated the challenges of being on the market. I was looking for my next move at a time when recruitment had been deprioritised across many sectors, infamously known as an incredibly competitive environment anyway, and it took a lot longer than I expected to get things moving. Eventually, a great friend suggested I talk to Sue Thomas from Career Evolution, and he made the introduction.”

Although Career Evolution normally works directly with businesses, providing outplacement for their teams, Sue agreed to take Bryan on as a client. “From the first meeting, I knew I had found my ‘thought partner.’ Working with Sue left me energised, inspired, and knowing what I was going to do next. I had found my Guru.” – Bryan maintains.

Reach for the sky

Bryan’s background was in the recruitment industry/people leadership within travel and entrepreneurial start-ups, who needed to scale up, exponentially and rapidly. Sue collaborated with him to identify the actions, delivery, and output that he needed to undertake to find his next role – which was essential as “you’re either ready to ramp up and raise the bar with your recruitment (and need a Head of Talent Acquisition), or you don’t…”

“Sue proved to be a consistent thread and a solid touchstone for me throughout the process of finding my next role. Your resilience is really put to the test when you are looking for your next career move, but she was there throughout my best and worst days. Celebrating my wins and reminding me I could do this, even at times where it felt like things were more out of reach, than within my grasp.”

One of the areas that Career Evolution helped Bryan with was tracking and documenting what he was doing and helping him navigate the virtual world. “LinkedIn was a very important part of the process but it’s easy to forget what you have done; by tracking my activity I was able to keep focused, do my own analytics and hold myself accountable for making things happen, day by day.”

An excellent bet

Five months into the quest, Bryan secured his next adventure and a role with DAZN Bet as its new Head of Talent Acquisition.

“The stars aligned – a world class opportunity had presented itself and I knew my new home, already felt like ‘home’.” No stranger to travel or working globally, Bryan now divides his time between sunny Manchester, very sunny Gibraltar and even sunnier, Malta!

When asked how the support from Sue Thomas and Career Evolution has helped the most, Bryan concluded: “Sue’s support gave me the reason to get up and get on it. She provided me with laser sharp focus, which was laced with humanity. One of the biggest benefits was her impeccable knowledge and expertise – and of course the fact that I had someone to walk down the road with me until I found my dream job. Sue made such an impact and a difference to me, but she also made sure that I was making a difference to myself, personally and professionally every day. Now that is what I call – a Guru!”

As an HR professional, choosing an Outplacement company to work with can be a difficult decision. It’s very dependent on what your company is like and in which areas it needs guidance. As the commissioning client, you should be given the opportunity to get to know your chosen outplacement Consultant. In turn, they should take the time to ask you about the issues and individuals involved, as well as giving a full explanation of the process and how they treat people. Knowledge and experience are crucial, and a good consultancy will have accrued a great deal of both over the years. Selecting the outplacement company that is suited to your needs is one of the biggest challenges facing HR professionals. You don’t want to find yourself wasting time and money, so choosing one that is a good match is paramount.

Mapping the road ahead

A good approach to outplacement is to allow a Consultant to initially spend some time with the company or individual, so they can get to know each other and discuss how to work together. We offer outplacement recipients an introductory session, lasting up to a hour, to explain what we do and importantly talk through their career to date. The process is two-way, so it’s worth communicating from the outset, openly and honestly. Once you’ve found an approach that will work, outplacement programmes have a variety of collateral benefits that are part of the discussion and coaching process.

To give just one example, if an individual is assessing where they currently are with their career and where they would like to be, it’s a good idea to build and strengthen their CV and LinkedIn profiles. These are useful tools in making someone more attractive for employers and allows the showcasing of strengths and knowledge in a positive way. It’s also worth taking time to map out some other areas that will be looked at, such as opportunities to practice interview skills. It might be that the Consultant also explores further avenues, including self-employment, contracting, interim and perhaps Non-Executive Directorships. Strategy and review are vital ongoing components to ensure an individual keeps on the right track and feels supported while they are doing it.

Getting along together

One of the most gratifying aspects of being a Consultant is when clients realise how much they are getting out the process and relationship. The ideal scenario will result in the candidates getting on well with their Consultant on a personal level as well as a professional level, thereby building a rapport. At Career Evolution, we have always worked on a holistic basis, to help support our clients and ensure that our outplacement candidates not only get the right job, but also one that will suit their preferred lifestyle.

This is where getting to know your clients will really pay dividends. As times and work patterns have changed, we have all realised that the daily commute and  9-to-5 work patterns needn’t be the norm. Many factors have changed people’s expectations of work-life balance and what they hope to achieve to fulfil their career. A good relationship between Consultant and client will enhance this – so it’s all about making the right choice in the first instance. That initial decision can make all the difference in the long run.

If you’d like to learn more about outplacement and how it can help your business, then contact one of our outplacement Consultants today. [link]

 

I’m at an age where I’ve seen a lot of differences in language and word interpretation, some that are absolutely too rude or shocking to write down. I worked with an AI organisation about 20 years ago, but it didn’t have anything to do with artificial intelligence and everything to do with artificial insemination. These days, things should be simpler, as people can express themselves and be themselves much more easily – and hopefully with greater acceptance. But because of multiple meanings and interpretations, it can make it difficult for some people to communicate, for fear of getting things wrong and offending others.

I do find that it’s useful to make it clear to people that I may not know all the terms people are using or that I understand them, for example within an LGBTQ+ context. But I would like to ask questions, if they are happy with that, so I can learn. I also do always emphasise that if I do get anything wrong, it isn’t malicious or intended to offend. Many terms may be open to interpretation and it is often the case that not everyone can be familiar with every single term that is the acceptable one. The reverse is also true and many words that were perfectly acceptable for many years now have very negative connotations, for example around gender or culture. It is important to ensure that – especially in business – you create an inclusive, friendly environment.

A welcoming place

The inclusivity aspect is perhaps the most important aspect of working environment culture these days. So much has been spoken about remote working, the fear of returning to working premises again and the many barriers to getting people back into the office and collaborating in person once again. Workplace culture has to be welcoming and inclusive, and the way everyone speaks to one another is key to this – friendly language, the correct terms and amiable but professional behaviour. In this way, companies can be inclusive and tolerant, as well as efficient and productive.

The art of language can be difficult, but it should never become a barrier.  As somebody who speaks and writes to people daily, I don’t want to be stymied or constricted for fear of offence. Until you are fully aware of someone’s circumstances, particularly online, then it may be easy to cause unintentional offence – this may be most apparent with the many different terms for gender currently in use, for instance, and their preferred pronouns.

Open to interpretation

On the flipside, I find many people in Gen Z, for example, don’t know the terms that they use freely now were actually offensive back in the 1980s. It’s all about context too and tone of voice. If it’s obvious something has been said in jest, it’s often masked or excused as ‘banter’. But if someone takes offence at something that has been said entirely inadvertently, then it is hoped that a genuine error can be acknowledged. It’s important in these circumstances that the same mistake isn’t made again and that lessons are learned. Language can be a minefield and of course, in business, you’re not necessarily working with people you know well. It’s a learning curve, but one that will ensure that the true meaning of what we want to say is articulated in the way we want to say it.

Welcome to the latest vlog from Career Evolution!

We are continuing to share weekly advice and updates from the industry on outplacement, career management, and coaching.

In our latest vlog, our director, Sue Thomas, rounds up some of our posts from June, including the number of names in her role as an outplacement consultant and supporting her son through LinkedIn connections.

Watch the video below:

Many people put a lot of stock into job titles and descriptions, and over the years we have seen the introduction of some interesting – and sometimes surprising – new job titles, from Metaverse Storyteller, through to Adventure Coach and Chief Disruption Officer. The list of new and fascinating job titles is endless and limited only by imagination or a need for the particular role.

A rose by any other name?

As an outplacement Consultant, my role is fundamentally to help you find a new job. But it’s not just about writing or rewriting your CV, the relationship between Client and Consultant is critical to the success of the endeavour. Working with people, who are often faced with a situation they haven’t chosen, can sometimes be difficult. It is important that we take the time to get to know each other, and that they trust me. That way, I am able to challenge them, to really understand what they have achieved and what they want to do next.

Over the years, I’ve been called a number of names in my role, some more favourable than others! My favourites, which I feel sum up the part I play, are Critical Colleague, Thought Friend, My Guru, and possibly my all-time favourite, the Career Whisperer.

Getting to the heart of it

While being challenged can sometimes be uncomfortable, the ultimate outcome is usually impressive – and sometimes unexpected – and enables my clients to identify, find and secure their next position. It’s always been a delight to get positive feedback that recognises the benefits of removing the staccato mechanics of job search, to concentrate on ‘people liking people’, making good connections and getting great results.

If you would like to find out more about corporate outplacement, visit www.career-evolution.org.

A change of career direction does not always have to mean a new job in the same industry – or even a better job, but still in the same industry. If you are looking for a whole new career, then it’s worth looking to see if your skill set is easily transferable across sectors. There are many job roles which can easily transfer to a totally different sector, and while there will be new terminology and processes to learn, your core skills will still stand you in good stead to find your feet in this new environment.

Why change sector?

If a change of career comes off the back of redundancy, a Career Consultant can work with you and help you recognise that maybe you are ready for a change. They say that ‘a change is as good as a rest’, and changing industries might be all you need to reignite your love of your job. There are lots of fascinating industries out there, and you might find it more fulfilling to be doing the accounts for a charity than for a manufacturing company. Or it might be more exciting to be doing the marketing for a fast-moving consumer goods (FMCG) company than a risk management business. Whatever sector interests you, you should be able to position yourself for the move.

Focus on your skills

If a change of sector appeals, then it is important that your CV reflects your core skills and achievements, rather than anything too specific to the industry you currently work in. Many of the skills learned from working in one industry can easily be transported over across multiple industries, and recognising these areas and identifying your skills allows you the flexibility to look outside the sector you are currently working in and apply for allied roles.

A sideways switch

Remember, most importantly, make your skills work for you to ensure the best outcome. A sideways switch to an allied sector may not always be obvious, but as part of outplacement, a Career Consultant can help you identify areas for diversification and transfer. They will help you see where connecting lines can be established and where sectors and skills can be drawn together.