The defining element of the RJC approach is extensive
one-on-one consultation, based on individual priorities
and needs, with a highly experienced consultant.
Outstanding service to individuals and client
organizations involves an emphasis on meeting the
emotional and the practical needs of career transition,
in a sensitive and focused fashion. Our track record
shows an ability to do this.
In our experience, the customization of programs is
highly individual and can be addressed within the basic
program outline, unless the client decides to modify
it further up front to meet individual or firm needs.
A basic program outline of
career transition assistance
In smaller programs, formal career assessment is
optional and involves a supplemental fee. This assessment
is very useful in exploring job and company fit, as well
as addressing issues of interpersonal style that may
interfere with fit, career satisfaction, and interpersonal
Clients typically prefer to make the program available
for a certain period of time, based on factors such as
employee position and tenure. This ranges from providing
unlimited transition support until the individual is
re-employed, to more limited programs of 12 months,
six months, or three months.
Other Transition Services
Coaching those delivering the termination news can help
ensure a smooth transition. We can be of assistance here,
having helped other clients handle layoffs successfully,
including a major staff layoff at one law firm that was
handled without publicity or litigation and that went so
well that employees that were not terminated actually
requested the career transition services that were so
highly touted by those who were terminated.
Other things such as alerting the Employee Assistance
Program, having the outplacement consultant on site at
the time of termination, a packet of materials on
outplacement services available to give to employees
at the time they are terminated, the timing and content
of the announcement to the organization, and myriad
other details are part of making this a highly
professional, compassionate, and seamless process.
It is important to be involved in the planning process,
since, if the process is not handled well, employees may
react more negatively to the manner in which the
termination is conducted than to the termination itself.