We know that redundancies are never a first choice option. That doesn’t mean that they cannot be handled in a way that leaves everyone involved with the best possible outcome in the circumstances.

Transitions due to redundancy can sometimes be handled badly, leading to employment tribunals, loss of reputation, high employee turnover and reduced productivity. At CAPP, we’ve seen that good transition processes do not arise by simply avoiding the negative. They come from taking a positive and well-planned approach which strengthens employees, managers, teams, and the organisation overall.

Get it right and you will see fewer employment tribunals, increased workforce engagement and more positive company brand perceptions from exiting employees. 

Employee Support

We provide tailored support that meets the needs of your employees, whether executives, managers or senior leaders.

• Strengths Assessment: Identify their strengths and how these can be developed through a Realise2 Strengths Conversation or an Individual Strengths Assessment with one of CAPP's Occupational Psychologists.

• Transition Coaching: Explore their options and enhance their clarity, motivation and confidence with a series of Transition Coaching conversations with one of CAPP's Occupational Psychologists or qualified Coaches.

• Transition Workshops: Build strengths awareness, resilience and job search capability in the supportive environment of others experiencing a similar change. 

Re- Organisation Support

As a business, navigating re-organisation can be a minefield. We can support you to make the right decisions with: 

• Role Mapping: We map strengths to role outcomes using our proprietary strengths database of over 120 unique strengths. This database is the result of more than 100 years of collective experience of studying high performance in people and identifying the specific strengths and attributes that make that high performance possible.

• Assessment Centre Design and Delivery: We design assessment centres with a difference. Our assessment centres provide space to really get to know your people- understanding where their skills lie but also what energises them. Candidate feedback suggests that our strengths-based assessment centres provide at least a 33% more positive candidate experience to competency-based assessment centres.  

• Strengths Interviewing: Our world-leading strengths-based interview methodology was used by six national recruiters in 2009. It was used to sift more than 25,000 applications, and to assess more than 5,000 people in interviews and assessment centres.