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Alternatives to redundancy: the four Rs of managing workforce change

Alternatives to redundancy: the four Rs of managing workforce change

Avoid unnecessary loss of talent during workforce change by incorporating the four Rs: Redeployment, Retraining, Resourcing and Redundancy. What are the pros and cons of each option?

Three career transition lessons from an industry shutdown

If your organisation only provides career transition support in the form of outplacement services for employees once they have been made redundant, you’re missing out.

There’s no such thing as too early when it comes to career coaching and transition support – especially for transforming industries.

If you’re in an industry or sector that is rapidly changing – whether that’s due to automation, digital technology or global economic shifts – you’ll know that some roles will ultimately become redundant as a result of changing skillsets and business requirements. For example, we’ve all seen this playing out in postal services, print media and publishing, financial services, and in manufacturing.

How success profiling can help you make better hiring decisions

Any manager who has ever hired someone who didn’t end up performing as well as expected – or perhaps was a complete disaster – knows that recruitment selection can be an inexact science.

As human beings, our unconscious biases lead us towards hiring people we like or who resemble ourselves. We can get swayed by CVs that tick all the boxes, or by someone’s impressive interview skills.

Hiring for cultural fit: why managers find it so hard and get it wrong so often

I’m sure we can all think of a time we’ve worked with someone who wasn’t a good cultural fit. For hiring managers, you might even think of a specific person who you hired with high hopes, who turned out to be a square peg for a round hole.

I’ve heard of a case where only three weeks after starting, the new hire decided that the role and the company wasn’t what she wanted. She didn’t share the values, nor did she feel challenged in her role. Yet when she was hired, she had the perfect resume, interviewed well and what she said seemed to point to the fact that she wanted to work for the organisation.

The most important leadership strengths for four different business scenarios

A politician achieves mass popularity due to a strong vision of the future, but fails to deliver on key promises.

A football coach leads a struggling team to victory, but gets fired the next season as the team can’t maintain their winning streak.

A manager delivers on a major project, but most of the team quits within a year.

I’m sure we’ve all seen people who clearly have exceptional leadership strengths, yet are ill-suited to the situation they are in.

4 types of unconscious bias in the workplace

4 types of unconscious bias in the workplace

We all have unconscious bias. The problem is that we often don’t know where our unconscious bias lies. The result of an unchecked unconscious bias at work could be detrimental to your team and organisation.

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