COPING WITH REDUNDANCY

1. Allow time to grieve the loss

It is helpful to acknowledge how you feel, notice the feelings it brings up and
to accept yourself for the feelings you do have.

2. Dont take it personally

It was you ROLE that was made redundant

3. Dont buy into negative thoughts

When you notice you are having negative thoughts, do your best to let them go rather than allow yourself to get carried away with them.

4. Keep active

keeping your body moving keeps your energy high, your blood circulating and blocks you from falling into apathy

5. Think about what you actually want to do in your future

this is the one time in your life where you have the perfect opportunity to think about what you really want in life. Sit down with a piece of paper and list your strengths, passions, weaknesses and aspirations.

6.Get proactive and start looking so you are ready when the right thing comes up

7. Let everyone know that you are looking.

‘It’s not what you know it’s who you know’ – having the right contacts can get you everywhere. You can dramatically increase your chances of landing the ideal job by getting clear about what you want and getting out and letting the all your friends & ex colleagues know.Most employers are sourcing people by word of mouth. They dont invest in agencies anymore as the funds arent there!

8. Start working on your CV and interviewing skills so you are ready when the right thing comes up

9. Focus on your good points

It’s easy when you have lost your job to get caught up in your weaknesses and failings but refuse to do
so. Focus every single day on your assets, your strengths, accomplishments, experiences, what difference you can make to any job role.

10. Get Support from those around you

whatever you do reach out
and allow others to help you help yourself. This could actually turn out to be the best thing that had even happened to you, if you allow it.

11. Make use of the Outplacement Service your ex-employer has provided for you. Quite often transitioning employees do not even accept the service. Get help from an expert

Outplacement Services Industry. Over the past five to 10 years, the outplacement industry has experienced the effects of “belt-tightening” by many companies. Shifting financial priorities for such companies coupled with commoditization within the outplacement industry seemingly have brought forth this period of economization.
Are tides changing? Consider the statistics from the recent research study The Value of Outplacement:

The number of individuals receiving outplacement support has increased by 50% over the past two years
More than 50% of employers surveyed, reported that outplacement support had been offered for at least 85% of those separated from the organization
Approximately 50% of employers surveyed utilize exclusively external outplacement providers

81% of employers surveyed utilize some help from external outplacement providers
Why are companies providing outplacement support?

Beyond minimizing potential litigation from displaced employees, more and more companies are crediting outplacement with a wide array of other benefits. The Value of Outplacement study reported:
65% of employers believe that providing outplacement improves staff morale, motivation and productivity
78% of employers felt the provision of outplacement could improve the organisation’s reputation
55% of employers believed outplacement could help it to be seen as an employer of choice
Another 2003 study of over 1,200 HR executives in North America found:
78% believe that outplacement consulting and career transition services improve the organizations’ image, both internally and externally
72% said outplacement and career transition services help reduce litigation

Is outplacement linked to retention?

Beyond improving staff morale, motivation and productivity, many employers further credit outplacement with increased employee retention. At first glance, this statement seems contradictory . . . how can services for terminated employees actually affect the “survivors?” Consider the following from The Value of Outplacement study:
55% of employers agreed that providing employment support for staff no longer needed, helped the organization retain those staff deemed necessary
More than 70% of employers believe that offering outplacement helps line managers to shed staff with a clearer conscience, making their jobs easier
87% of those managers interviewed felt that it eased the pressure on them, making their jobs easier.
The 2003 study of over 1,200 HR executives in North America found:
66% said outplacement reduces stress on managers implementing organizational changes, again, making their jobs easier

What are the most valuable components of outplacement?

According to research from the The Value of Outplacement study, the 3 most highly rated components of outplacement support by employers are:

Quality of one-to-one consultancy
Interviews and assessment training

CV/Resume development
And what does the future hold?

The Reed Consulting study reported:

78% of employers surveyed felt the need for outplacement would increase or stay at the current levels for the coming year
22% of employers surveyed felt the need for outplacement would fall in the coming year