It’s not you that was made redundant — it’s your role.

This distinction is vital, and it sits at the heart of our Outplacement Programme. We support individuals through one of life’s most challenging transitions with empathy, clarity, and practical tools to move forward with confidence.

Our goal is to help individuals leave with dignity, clarity, and a renewed sense of direction - while helping companies uphold their values and reputation through responsible transition management.

Redundancies Are Tough — the After-Effects Can Be Even Tougher

While the focus is often on those exiting the business, it's equally important to support those who remain. They’ve lost colleagues, friends, and a sense of stability.

Our Outplacement Programme also addresses the impact on remaining staff through targeted support and training, including:

Communication Strategy • Managing Change • Maintaining Motivation and Productivity • Acknowledging Concerns • Guided Support Through the Transition

Deliver a Redundancy Programme That Leaves Your Company Stronger & Healthier

Deciding to implement a redundancy programme is never easy, and the ripple effects can be far-reaching. But handled well, it can be a turning point for your organisation.

Our Outplacement Programme is designed to help you:

Protect your company’s reputation • Prepare for future growth • Retain and support your remaining workforce • Care for those whose roles have been made redundant

Setting goals during a redundancy situation is crucial for both the organisation and individuals involved. Focus on achieving key milestones promptly, such as communicating the situation, offering support, updating the individual's CV, and support in actively seeking new job opportunities.

Developing a comprehensive plan and strategy helps to navigate the redundancy process smoothly. This includes identifying resources, setting timelines, and outlining steps to support affected employees. A well-thought-out strategy ensures that all parties are prepared and can move forward with confidence.

Putting the plan into action is a critical phase. This involves executing the strategies laid out, such as conducting meetings, offering coaching services, and facilitating job search workshops. Effective implementation ensures that the transition is as seamless as possible for everyone involved.

Encouraging acceptance and helping individuals to move on is vital. This stage focuses on emotional support, providing tools for coping with change, and fostering a positive outlook. Acceptance allows individuals to let go of the past and embrace new opportunities.

Embracing change is about looking forward and adapting to new circumstances. This involves encouraging a growth mindset, exploring new career paths, and leveraging new skills. Embracing change helps individuals to see redundancy as an opportunity for personal and professional growth.

Since 1996, mainly under the banner of Stewartson & Associates, Ian Morrison has built a distinguished career in in-house Talent Acquisition, gaining invaluable experience through both interim projects and permanent roles across a wide range of industries. From fast-moving startups to long-established enterprises, Ian has developed a deep understanding of recruitment across sectors such as Mobile and Fixed Telco, Life Sciences, Financial Services (including FinTechs), BioTechs, HiTechs, and more traditional industries including Media & Broadcasting, Rail & Transportation, Travel, Construction, Pharmaceutical R&D, and IT.

While Ian has played a pivotal role in driving organisational growth as a Talent Acquisition Lead, his expertise extends well beyond expansion. He has also supported businesses through the challenges of downsizing, redundancy, and workforce transitions - developing and delivering tailored outplacement programmes to guide companies and individuals through these critical moments.

Today, Ian’s focus, and that of the trusted Associates he works with, is firmly on providing strategic and operational Outplacement Support. His approach helps organisations manage redundancies in a way that supports departing employees, empowers those remaining, equips managers handling the process, and ultimately protects - and even enhance - the company's reputation.

 This philosophy is captured in the tagline:

"How to Handle Redundancies Without Killing the Business."

Below are just a few of the respected organisations Ian has partnered with over the years.