Outplacement support for redundancy
How you leave people matters as much as how you develop them.
Why provide outplacement support for your employees?
When people leave an organisation, the practical steps are only one part of the journey. Redundancy can bring uncertainty, a loss of confidence and questions about what comes next.
Offering structured 1:1 career coaching gives people dedicated space to process change, identify their next steps and move forward positively. For organisations, this means handling change with greater care while protecting your reputation and supporting your people through a difficult transition.
What the support covers
The work is different for every individual, but typically moves through three connected areas:
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Making sense of where you are
Processing the emotional and identity impact of redundancy before rushing toward what's next. This stage is often skipped, and can lead to making impulsive moves that people often come to regret.
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Getting clear on direction
Exploring what you actually want from the next chapter. Not just the obvious next step, but what would genuinely feel right. For some people this is a straightforward transition. For others, redundancy creates space to consider a more significant shift.
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Moving forward with intention
The practical work: positioning, job search strategy, interviews, offers, and navigating the first 90 days in a new role. Grounded in nearly 20 years of TA experience I understand what good looks like from the other side of the hiring process.
A note on AI-driven change
Increasingly, the individuals I work with aren't facing traditional redundancy, they're navigating roles that have been restructured, reduced, or reshaped by AI. The practical and emotional experience is similar, but the questions it raises about direction and identity often run deeper.
I work with individuals in this position within the same structured framework with additional focus on what transferable value actually means in a landscape that's shifting quickly.
meet your outplacement specialist
Hi I’m Jenna,
I understand redundancy from both sides: personally, through my own experience of navigating change, and professionally, through 20 years supporting people and organisations through career transitions.
This perspective shapes a coaching approach that helps individuals build confidence and take their next steps
HOW DOES IT WORK?
Support is delivered as a 1:1 coaching programme via 6 or 12 sessions, depending on the individual's situation and what they're navigating.
6 sessions
For those who have a reasonable sense of direction and need focused support through the transition and job search process.
12 sessions
For those navigating more significant uncertainty, a potential career shift, or those who need more time and space to work through both the emotional and practical elements.
Sessions are 50 minutes via Zoom. Weekly or fortnightly, depending on the individual’s timeline.
Pricing is available on request and can be structured for individuals or as part of an organisational outplacement arrangement.
FAQs
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Traditional outplacement providers can offer broad programmes, platforms and resources. Working with an independent coach is a more personal experience. The individual works with me throughout, combining career coaching with nearly two decades of experience in talent acquisition. Support can be shaped around what they actually need, rather than following a standardised programme.
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Support can begin as soon as it would be useful. That might be during consultation, once redundancy has been confirmed, through a notice period or after someone has left the organisation. Starting earlier can give someone valuable space to process what’s happening and think about what they want next before feeling pressure to jump straight into a job search.
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It’s shaped around the individual and where they are in their transition. That might include processing what’s happened, working out what comes next, rebuilding confidence, defining their positioning and strengths, developing a job-search strategy, or preparing for applications and interviews. The aim is to support both the transition itself and the practical steps towards what comes next.
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The organisation may commission and fund the support, but the coaching relationship is with the individual. Our conversations are confidential and the content of sessions isn’t shared with the employer. We’ll make those boundaries clear from the outset, so everyone understands how the relationship works.
If you're supporting people through redundancy or organisational change, or you're looking for support following redundancy yourself, I'd love to discuss how coaching can help you move forward with confidence.
