Looking to the Path Ahead: The Impact of Career Transitions and Importance of Targeted Support

A dynamic and fast-paced national industry means dynamic and fast-paced transitions. Now more than ever, career transitions are an inevitable part of our working experience, and how employers manage these moments can have lasting effects on individuals, teams and organisations.

What is a Career Transition? 

A career transition refers to any significant change to a person’s career, whether this means changing industries, employers, roles, or responsibilities. Career transitions occur at all stages of the employee lifecycle, from onboarding to promotions, lateral moves, organisational restructures and exits (whether voluntary or involuntary). 

For employees, career transitions can promote excitement and curiosity for the future, but they can also trigger anxiety about financial stability, identity, and future prospects, especially for separations such as involuntary outplacement or retirement. How employees are supported during transitions can significantly impact on not only those undertaking the transition, but the broader workplace community and culture. 

Why is Targeted Support for Career Transitions Important?

When employees undergo career transitions, their experience shapes their perceptions about their employer, and this influences how others view it too.  

A poorly managed transition can lead to negative perceptions, reputational harm, and even legal challenges. With Australian WHS legislation now recognising the potential for psychosocial harm associated with poorly managed organisational transitions, regulators have started to intervene in cases where organisations fail to adequately support their people to adapt.  

Conversely, a thoughtful, compassionate approach demonstrates respect for all involved and reinforces the organisation’s value of investing in its people at every stage of their career.

How Should Career Transitions be Managed?

Some helpful principles for individuals navigating career transitions: 

1. Prioritising self-care, such as regular exercise, quality sleep and eating nutritious food, to maintain wellbeing while navigating the challenges of significant transitions.
2. Engaging in personal reflection about our goals, values, and key skills, and how these can help guide our planning and decision making. 
3. Focusing on the future with optimism about potential growth and opportunities, while trying to minimise unhelpful thoughts about the past or ‘what was’. 
4. Seeking support from loved ones, friends and professional services to help us make the best of the transition. 

Some principles for organisations facilitating career transitions:

1. Providing clear, timely and sensitive communication, to help employees understand why transitions are happening and what support is available to them.
2. Equipping people leaders to support their staff and teams through transitions, via training, information and promoting access to coaching support such as a Manager Assist Program (MAP).
3. Clarifying support avenues for employees to help them navigate the transition, including key documentation, organisational contacts and wellbeing services such as an Employee Assistance Program (EAP).
4. Demonstrating proactive care for employees by offering practical assistance during transitions, such as access to dedicated career transitions programs. 

How can Altius Group Help?

As workplace wellbeing experts, we understand the challenges and complexity that come with career transitions, especially when these involve job separation for one or more employees. We provide Career Transition and Outplacement Services to support individuals and organisations through workplace changes, helping employees navigate career transitions with confidence and clarity.

Why should employers engage the Career Transition and Outplacement Service?

A well-structured Career Transition and Outplacement program not only supports employees but also reinforces an organisational culture that values its people, fostering long-term trust and engagement. Whether due to redundancies, restructures, transitioning to retirement, becoming a parent, or managing a chronic illness, our tailored approach ensures employees feel supported in taking their next steps.

We partner with employers to design the right Career Transition and Outplacement services, ensuring employees:

☑️ Identify new opportunities within or outside their organisation.

☑️ Approach career changes with a positive and empowered mindset.

☑️ Receive practical support for resumes, LinkedIn, interview techniques, and salary negotiations. 

The service is delivered by Registered Psychologists and Organisational Consultants who have extensive experience supporting employees at work. 

What Support is Included in the Service? 

The Career Transition and Outplacement Service provides employees with the practical support they need during their transition.  

This includes assistance for:  

• Identifying transferable skills 
• Resume and cover letter preparation 
• Job search assistance 
• Social media enhancement 
• Interviewing coaching 
• Counselling 
• Psychometric profiling (for leaders only)  

For those transitioning to retirement, assistance includes: 

• Exploring personal identity
• Identifying and exploring sources of support
• Lifestyle planning
• Strategies for the transition to a new life stage 

The Takeaway 

Career transitions are no longer rare events. They are part of the modern employment lifecycle and organisations that provide robust support during these times can position themselves as employers of choice.  

A well-structured Career Transition and Outplacement program not only supports employees but also reinforces an organisational culture that values its people, fostering long-term trust and engagement. Get in touch with Altius today to learn more about how we can support you and your people to thrive, no matter the path ahead.