case studies

Case study: Case Study 4

Service: Career Coaching and Outplacement

Client: Global bulk chemicals manufacturer, having a UK presence for over 20 years

Deliverables: Changes in the market place for this international chemicals company had seen changes in the product-mix at its North East manufacturing operation, giving rise a small redundancy programme. It was envisaged, bearing in mind the age profile of the site, offering pre-decision coaching and attractive outplacement packages, would reduce the need for Compulsory Redundancies.

Scenario: In any downsizing programme there is one fundamental requirement, ensure the disruption to the company and the individual is kept to an absolute minimum. To this major international organisation, the need to reduce numbers was combined with a need to reduce the site’s age profile, thus acquiring new talent and skills. It was envisaged, that out of a total headcount reduction of around 35, around a third would accept early retirement, and the bulk of the remainder could be achieved by voluntary means. The reality become very close to the optimum. Primarily, it was agreed, because all at-risk personnel were offered access to an independent career coach, in order to discuss their own scenario and possible job options, in what was becoming an increasingly difficult jobs-market. This offer was extended to include all, even the early-retirees, it was anticipated their need for a part time or vocational role might also affect their decision

Actions:

From the required headcount reduction of 36, volunteers accounted for 17 of whom 5 were early-retirees.  From the 19 that were compulsory redundant, 6 were also early-retirees.   Of the total, 15 were management and supervisory while the remaining 21 were process or admin.

Services provided by Career & Coaching-

Pre-decision Counselling; onsite, of approx one hour duration, 1 to 1,offered at all levels.

One to One Outplacement; onsite or at our premises (or both), for the manager and supervisor levels

Group Outplacement; a two-day workshop, delivered onsite, segregated to the two roles (process operators and administration)

Surgeries; due the relatively small numbers involved, combined with the extended timescales, it was decided that a “job shop/resource centre” onsite would not be cost effective.  A successful alternative was to pre arrange full or half days when a career consultant would be onsite (pre-book or drop-in as required).

Early Retirement; one-day sessions that included the employee and their partner, delivered at a local hotel, comprising the “changing lifestyle” they were about to face,  part-time job search in addition to independent financial advice.

Results: By all measures, a very successful and disruption-free exercise