A major defense manufacturer eliminated approximately 30 positions. The company made a conscious decision to reemploy as much of the workforce as possible while offering the employees the opportunity to seek outside the company. As a result, the Career Control Group team customized a career continuation program to support internal as well as external transitions.

We quickly set up an on-site career center. Our consultants staffed the center several days each week offering one-on-one consulting, focus group facilitation, online assessment evaluations and support team meetings. Candidates also utilized our virtual career center and specialized Internet resources and databases.

At the end of 60 days, most of the participants had found new positions, many within the company. Company far exceeded prediction of 25% in retaining employees. Actual retention equaled 75%. In addition, the company reported an expense savings exceeding $700,000 by deploying an innovative career continuation process.

The head of the Human Resources department identified an HR team member as having significant problems interacting with her peers and managing her anger, particularly when stressed by a crushing workload. The problem grew after an incident in which she stormed out of an office celebration and threw some tableware in response to some light-hearted teasing. Reluctant to terminate her due to her solid performance record and excellent customer service skills, her supervisor placed her on probation and recommended a coaching program.

The employee went through a five-month coaching program with an Optîmance consultant who helped her develop the skills to manage intense emotions that surfaced within the workplace. The program provided her an ongoing opportunity to discuss difficult situations in anticipation of their occurrence and to develop an appropriate response.

The employee successfully completed her probation and continues to be a valued member of the HR team. The company retained a valuable employee with solid skills and avoided the costs and disruptions associated with hiring and training a new employee.

The president and CEO of a company was poised to implement some exciting growth plans, but recognized that one of his key executives would be unable to effectively manage in a high-growth environment. The president concluded that he needed to transition this executive out of the company, but he had serious concerns about the impact on the organization, particularly in light of the upcoming growth initiatives. This executive had been with the company longer than the president, had a record of significant contributions and had a considerable number of friends within the organization who would be concerned if they sensed he had been treated unfairly.

The president met with Optîmance consultants to determine what options were available. Discussion and tough questioning confirmed termination was the only sensible course of action. Rather than immediate termination and payment of the overly generous severance package the president had in mind, Optîmance consultants recommended the "silent program," in which the executive would confidentially begin a career continuation program, our alternative to traditional outplacement, and simply resign after he landed a new job. Since he would continue to receive his salary during this time period, there would be no need for severance after his departure. We also recommended a special bonus feature to encourage him to actively participate in our program and quickly make the change.

With the direction and support we provided through our career continuation program, the executive secured a new position in less than four months. Excited about his new job and appreciative of the confidential manner in which his release was handled, he resigned from the company on good terms without causing any animosity within the organization. Compared with the severance package he had planned to offer, the president calculated that he saved nearly $100,000. Recognized by the Board of Directors for his handling of this sensitive situation, he was able to quickly forge ahead with growth plans.