For employers and charities
The exit is handled. What it does to people usually is not.
When someone has to leave an organisation, the process needs careful management. What follows is not a career problem. It is the loss of structure, status, income and, for a lot of people, the answer to what they are for. That is the part I work on, and it is the part most employers have no provision for at all.
Sarah Miloudi, trainee coaching psychologist, working towards chartered status with the British Psychological Society
The situations this covers
Redundancy and restructure, particularly for people over 50, who often take longest to return to work and are least likely to tell people they are struggling.
Ill health and medical retirement, where the exit was not chosen and someone is suddenly described as retired years earlier than they'd ever imagined.
Planned retirement of long serving employees, where forty years of identity ends on a Friday with a card, but no real plan.
People who have decided to stay longer, and are disengaged rather than departing, or seeking to pivot but are unsure where to, or how.
What I offer
Group sessions.
A structured workshop for a cohort going through the same change, built around one specific situation or goal rather than general wellbeing. Everyone leaves with something practical to work through.
One to one sessions.
For individuals where a group is the wrong setting, or where you want to offer something more substantial.
For charities.
The same work, commissioned for the people you support rather than the people you employ. Veterans leaving service, for example, or anyone whose working life ended before they meant it to. Outcomes written up for your funder. I hold limited pro bono capacity, funded by my commercial work, for organisations with no budget line for this.
Why this is safe to commission
I am a trainee coaching psychologist, working towards chartered status, supervised, and bound by the BPS code. I know where coaching psychology ends and where therapy or financial advice begins, and I say so early rather than late. If someone in a session needs a clinician rather than a coach, I will tell them, and I will say so.
Most workplace provision in this area is a platform. This is a person, and it is aimed at the actual moment rather than the process around it.
If you have a group coming up, or one person you are unsure how to support, I would like to hear from you.
If you are looking for something to send to someone who has just been made redundant, this page could be helpful.