This is a factor with a negative impact on the so-called “psychological contract” between the employer and employees, between customers and partners. 

In case you are wondering: 

“How do I terminate an employee’s employment contract without negatively impacting the workplace atmosphere and employer image?”

… our CATRO consultants will assist you with planning and management of this process that not only support you, but also your employees!

The aim of the redundancy process is to allow employees affected by the termination of their contracts to re-enter the labour market smoothly through career counselling, support and training. 

At this delicate time, our team offers individual counselling and a long-term support programme. We create it together with you and adapt it to your specific needs. We also offer training for those in senior management who need to manage the process of letting employees go.

• Professional support from a career consultant, including:

• • Developing a career plan and individual application strategy
  • Identifying individual strengths and weaknesses
  • Assistance in searching for a suitable position
  • Creating a resume/cover letter
  • Interview preparation and simulation of a real selection process in a safe environment, and more.
• Professional psychological support to maintain emotional resilience during the career change process
• Conducting a neurological design assessment to choose the most suitable next career step using the Neuro-Agility Profile Advanced+.

• Consultation on the communication approach to the discharge process

• Organisation of group workshops for employees on communicating the process

• Training for management responsible for the layoff process (including developing communication skills, emotional intelligence, dealing with objections, motivating employees in the change process, etc.)

• Support and supervision for management during exit interviews

The SCARF Employee Engagement Questionnaire is key to: 

• in-depth research of the true motivational incentives of your employees; 

• continuously improving a positive, empowering and supportive work environment.

Focus groups with key employees for an even deeper analysis of the engagement survey results. By involving selected representatives from the company in these focus groups:

• we identify existing good practices within the organization;
• we gather specific ideas for improvements in various processes.