Engage through change

When change happens, support your people to embrace new opportunities.

Organisational change brings many challenges and opportunities. In a rapidly changing world, companies need to act quickly to respond to that change. Yet, amidst the process and the planning, the most important activity in managing change is to treat your people with respect and dignity.

This approach is one we’ve long held at Hudson, modelling our philosophy to managing the people side of change on the Japanese concept of 'mottainai'.

'Mottainai' is rarely heard in connection with change, it’s popular meaning centering on environmental protection. It uses the four Rs: recycle, recover, reduce and respect to model how to treat the world with the reverence it deserves.

There’s a deep connection between treating the world with a sense of value and equipping your people for change. At JobAccelerator by Hudson, we embrace the ideals of preserving value, knowledge and brand reputation, helping our clients transition through times of change while retaining these powerful assets

The four R's of managing people change

Just as 'Mottainai' uses the four Rs to drive respect of the environment, we use a similar principle of four Rs to manage the people side of your change: redeployment, retraining, resourcing and redundancy.

We help you navigate your change journey by combining these principles with our vast industry experience of supporting employees and leaders through transitional periods. Whether it’s building a culture resilient to the impacts of change, fostering a growth mindset in your workforce or guiding leaders through the change process, our services are specially designed to support, encourage and develop your people.

Whatever stage of the change journey you’re embarking on, Hudson will walk with you.

There will always be a challenge in change, but with 'Mottainai' and our expertise, your people will be ready and prepared to commit to your future strategic vision.

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Redeployment

Where possible, retain the investment you’ve made by redeploying and developing your people. Identify alternative career paths and opportunities for people who have the capability and interest.

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Retraining

It can be an expensive exercise, but retraining helps instil a learning culture in your organisation, lifts morale, boosts your brand, and most importantly, shows you’re committed to developing your people.

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Resourcing

While certain roles may no longer be required, you may need to make smart hires in other areas to introduce new knowledge and experience that elevates the strength of the team and drives the organisation through the change.

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Redundancy

With organisational change, the risk of redundancy is sometimes present. Support exiting employees with respect and dignity during the transition period.

Manage change better with Hudson

Our framework of services helps you through any organisational change and are customised to your needs, from fully embedded support to ad hoc, project-driven assistance.

change

Navigate change

Our framework of services helps you through any organisational change and are customised to your needs, from fully embedded support to ad hoc, project-driven assistance.

capability

Realign capability

Align your people capability to new requirements by gaining an understanding of your current versus future needs.

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Mobilise careers

Foster a culture where career mobility is supported and individuals are empowered to take personal responsibility for their career.

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Redeployment & outplacement

Support your workers with redeployment & outplacement support that helps them find new jobs and opportunities.

I appreciate the time and effort taken in providing me detailed feedback after every interview. Initially, she approached me for another job opportunity and after we spent sometime understanding my career interests, she came to be with this opportunity. This was exactly the type of role I was looking for, however with my lack of experience working in asset management was a big challenge. She was able to get me an interview opportunity and I worked hard to excel in the interview to finally land this amazing job. Can’t thank her enough for everything, this has changed my life

Infrastructure Manager

Global Asset Manager

We have closed all our positions in the last 9 months via Hudson. Prior to this, we used numerous agencies and were unable to properly measure our time-to-fill, role challenge and didn’t know when we would be able to close them. Working with Hudson was a delight, as every role was professionally handled from start to finish, with clear views on role challenges, talent pool and sound advice on the right “fit” for our business. Hudson behaved as a true extension of our business, I would recommend them to any employer.

COO, Asia Pacific

Trust & Fiduciary Services Business

Contact Us - Outplacement
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Matt Callow
Head of Customer Engagement

 

Matthew.Callow@hudson.com
t: (61 2) 5110 2355