Facing change in an organization is rarely easy. It can involve new strategies, changing roles or, in the worst case, redundancies. As an employer, you have a great responsibility – both towards the employees who are directly affected and those who remain.
However, a properly managed transition can be an opportunity to develop the business and strengthen the employer brand.
Creating stability through proactive leadership
A good transition starts long before the change is a fact. By working in a structured way with leadership and clear goals, you can prevent problems and create security in the organization.
Many employers are working to develop their management teams to create consensus around strategies, while building leadership that can manage change in a clear and sustainable way. This may involve embedding business plans in everyday life, developing HR processes or strengthening communication between managers and teams.
When your organization has a solid foundation, it becomes easier to navigate through challenges – and to retain employee trust even when change is inevitable.
What happens in the event of redundancy and redeployment?
When redundancies occur, there are clear rules to follow, such as the order of rotation and notice periods. But just as important as being aware of laws and contracts is ensuring that the process is perceived as fair and respectful.
A safe process starts with clear communication: why the change is happening, how it affects the organization, and what the next steps are.
It is also important to show consideration for employees who are leaving the company. By offering professional support, such as coaching and guidance towards new opportunities, you can help them emerge stronger.
For many employers, this will be an important part of maintaining a strong brand and demonstrating responsibility – both for those leaving and those staying.
Supporting employees – and the organization – through change
Transition is not only about eliminating roles, but also about creating the conditions for the future. Employees who receive the right support when they leave the company will progress faster in their careers and take a positive image of the organization with them.
At the same time, it is important to take care of those who remain – clear leadership and a shared focus on the future create security and motivation.
Many organizations use transition programs that combine individual coaching with structured work to find new career paths. This provides both the employee and the company with a clear plan for the future and helps to make the change less painful. If you want to know more about how we can support your organization and your employees further, read more about Outplacement.
Turning change into opportunity
When managed properly, transition can be an opportunity to strengthen your business in the long term.
Combining individual support for employees with work that develops leadership and strategies gives the organization a stronger foundation to stand on.
This makes it easier to build a culture where change is not only seen as something negative, but as a natural part of development. In this way, you as an employer will be better equipped to face the future – and at the same time strengthen the image of your organization as a safe and attractive workplace.
Executive summary
Transition is always a delicate process, but with the right preparation and a clear sense of responsibility, you as an employer can make a big difference.
By creating a solid foundation in the organization, offering support to employees and seeing change as an opportunity, you build both trust and long-term success.
Do you want to know more about how we at Unik Resurs work to support both employers and employees during changes?
Read more about our work with business development and outplacement.
