“Take away your opinion, and there is taken away the complaint.”
CAREER TRANSITION & OUTPLACEMENT
Support the person through the change in their working life.
A restructure, redundancy, promotion, return to work or retirement can change more than someone’s job title. Purpose, routine, confidence and relationships may change too.
AURIS offers an identity-informed perspective alongside practical career support. Begin with your organisation’s situation and the provision already available, without asking people to explain everything before they can explore.
Discuss career transition support →01 · THE PERSON & THE PRACTICAL NEED
Make room for both parts of transition.
Practical career support
CV preparation, job search, interviews, employment advice and occupational support may all have a place. Agree who provides each part and how people can access it.
Identity-informed reflection
Explore what the role meant to the person: their strengths, purpose, belonging and structure. Reflection can help identify questions and possible next steps alongside practical support.
Someone may need one kind of support, several kinds or time to decide. AURIS does not replace specialist careers advice, employment-law advice, occupational health or clinical care.
02 · DIFFERENT MOMENTS OF CHANGE
People who stay, people who move and people who leave.
- Restructure or redundancy: consider people leaving and those adapting to the team that remains.
- Promotion or internal move: explore new expectations alongside continuity in strengths and identity.
- Return after absence: understand routines, working conditions and available support without assuming the reason for a difficulty.
- Retirement or service transition: make space for purpose, connection and everyday structure beyond the previous role.
03 · SCOPE & SAFEGUARDS
Agree the work before asking people to take part.
A free 30-minute discovery call establishes your context, what has already been tried and what you want to understand. A paid diagnostic may be appropriate; findings guide whether follow-on development would help. Scope, delivery, timing and fees are agreed separately before paid work begins.
The AURIS framework brings together Awareness, Understanding, Regulation, Identity and Stability. Agree who facilitates the work, accessibility, voluntary sharing, reporting boundaries and routes to appropriate specialist support.
Before collecting employee perspectives, agree confidentiality, how small identifiable groups are handled and what will be shared with the organisation.
Read how the organisational diagnostic works →04 · READ & CHECK
Explore the thinking without committing to a programme.
Research on identity and life transitions informs the questions AURIS explores. It does not establish the effectiveness of an AURIS programme. We distinguish developing ideas, published sources and evaluation evidence, and do not guarantee retention gains, savings or a particular transition outcome.
Evidence and limitations
Examine the sources behind the framework and what they can reasonably support.
Explore →Professional identity
Read how a professional role can relate to someone’s sense of self.
Explore →Life and Role Change pathway
Browse relevant learning. Check current access and course details on each course page.
Explore →
Career transition support: common questions
LET’S TALK
What is changing for your people?
The discovery call is free and lasts 30 minutes. Any diagnostic, programme or speaking engagement is scoped and quoted before paid work begins.