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From time to time firms have key senior staff depart their organisations, part of the natural employment cycle. Often such decisions are unexpected and create the potential for a change in business performance whilst replacement leaders are sourced and subsequently employed.
C2 operates in two roles in this regard.
A. If instructed prior to the resignation occurring we are able to advise our clients on the best way to utilise existing resource and personnel to maintain performance whilst the change is managed. This is most effective when we have an awareness of the business and for this reason most clients opt to keep C2 on a token retainer
to ensure a working knowledge of their operation is retained.
If required C2 are able to step into the situation and directly assist in management whilst the recruitment process is undergone however we normally find that with correct planning this is unnecessary.
B. The sudden shock resignation of a senior figure is always unsettling both to other board members and also to the operational employees. Often this results in rapid decisions being taken which may not always be in the businesses best interests. C2 is able to take a third party view of the operational and strategic situation and assist boards to take effective action to minimise the effect of the change whilst maximising the potential for a positive outcome. The resultant removal of pressure on board members normally results in increased performance during what is often a very difficult period. |
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