What We Do
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 is available.
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 effectiveness.
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.