Career Development, Career EAP & Outplacement Services
This page explains how professional career development, Career EAP, and outplacement services work, when they are most effective, and how they support both individual employees and organisational outcomes.
Welcome
Organisations retain people when employees can see a future that aligns with their capacity, values, and life context.
When that alignment breaks down, the result is often quiet disengagement, often phrased quiet quitting or quiet cracking; burnout, or attrition – particularly among experienced and mid-career employees.
What Career Development Support Is
Career development is a professional, evidence-based discipline that supports individuals to understand, navigate, and actively shape their working lives over time.
In organisational settings, career development helps employees to:
Clarify career direction and role fit
Understand capacity, workload, and sustainability
Make informed career decisions
Re-engage with work realistically and confidently
Navigate career transitions with clarity and dignity
This work is grounded in established career development theory and counselling frameworks and is delivered in a non-clinical, future-focused way.
It is not generic coaching, and it is not therapy.
Why Career Development Matters for Organisations
Employees rarely disengage because they lack capability.
More often, disengagement arises when:
Roles no longer align with capacity or life context
Burnout goes unaddressed
Career pathways feel unclear or unrealistic
Experience and contribution are under-recognised
For mid-career and senior employees, particularly women, these issues often surface quietly before resignation.
Career development provides a proactive, structured response that supports engagement, retention, and workforce sustainability.
How This Service Works
While each organisation and employee context is different, the work typically moves through recognisable phases that are relevant for both retention and gracefully letting go of staff with the right support.
1. Orientation and Clarity
Employees are supported to understand what is happening in their career, what has shifted, and what is contributing to disengagement, burnout, or uncertainty.
2. Capacity and Context
We explore workload, health, energy, life responsibilities, and role demands to distinguish between capability and sustainable capacity.
3. Career Identity and Direction
Employees clarify career identity, strengths, and priorities, and examine what is and is not working in their current role or pathway.
4. Decision-Making and Planning
Support is provided to explore realistic options – including role redesign, internal mobility, transition, or consolidation – grounded in Australian labour market realities.
5. Practical Tools and Career Communication
Where relevant, this includes résumé development, LinkedIn profiles, and career communication skills, delivered as an upskilling process rather than a transactional service.
Who This Service Is For
This work is particularly suited to organisations that:
Want to retain experienced talent
Are supporting employees through change or transition
Value ethical, people-centred workforce practices
Need specialist career development support alongside existing services
Specific teams or people within a larger organisation or small business with smaller teams
Who This Is Not For
This approach may not be the right fit for organisations seeking:
Transactional or volume-based services only
Generic, fixed programs with no flexibility
Short-term interventions without deeper engagement
Services Include
Depending on organisational needs, this work may include:
Career EAP support for employees experiencing career uncertainty, burnout, or disengagement
Career clarity and decision-making support
Burnout-aware capacity and sustainability assessment
Role fit, career redesign, or transition planning
Career communication and résumé development as skill-building
Outplacement support during restructure or workforce change
Services are flexible and can be delivered one-to-one or in small groups.
Career EAP: A Targeted, Non-Clinical Intervention
Career EAP provides career-specific support for employees who are functioning at work but experiencing reduced engagement, confidence, or clarity.
It complements existing EAP and wellbeing services by addressing career-related concerns that directly impact retention and performance.
Career EAP is:
Preventative rather than reactive
Non-clinical
Grounded in career development expertise
Outplacement with Care and Professionalism
Outplacement support is most effective when it balances dignity, clarity, and practical outcomes.
My outplacement services support individuals to:
Navigate career transition with respect and confidence
Understand transferable skills and career identity
Develop effective résumés and job search strategies
Re-enter the Australian labour market with clarity
This approach supports smoother transitions while protecting organisational reputation and employee wellbeing.
Meet the Founder and Professional Career Development Practitioner, Narelle Vigor
Organisations engage me because they are seeking career development support that is professional, human, and adaptable – not generic or one-size-fits-all programs.
My background spans corporate environments, education, small business, and self-employment. I have worked in both major cities and regional Australia and understand how geography, opportunity, and life context shape career decisions.
I have over five years’ experience working as a subcontractor to a large national outplacement provider and within Defence transition programs. This means I understand the operational realities of large-scale services as well as the limitations of standardised models.
As a boutique provider, I offer flexible services that can be tailored to each organisation’s workforce, culture, and needs.
I am based in Albury and deliver services online, allowing me to support organisations and employees anywhere in Australia, including those with multiple sites or distributed teams.
And of course as well as experience, qualifications are also important. I have those too and am a registered professional career development practitioner with the Career Industry Council of Australia, and a professional member Career Development Association of Australia.
If you are unsure of what you might need or a have a specific tailored solution in mind, let’s chat about what is possible to support both your organisation and it’s people.
Your Questions, Answered
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Outplacement support is a structured service provided by an employer to help employees transition to new employment after redundancy, restructure, or organisational change. It typically includes career direction support, job search strategy, résumé and LinkedIn development, interview preparation, and practical labour market guidance in the Australian context.
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This is a boutique, tailored service rather than a standardised, high-volume model. Support is adapted to your organisation’s context and each individual’s circumstances. The focus is on building capability and confidence, not simply producing documents or delivering generic workshops.
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Yes. Outplacement can support employees exiting through redundancy, redeployment outcomes, end-of-contract, and other organisational change scenarios. The service is adjusted depending on the circumstances, timing, and support needs.
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Yes. Services are delivered online, supporting employees anywhere in Australia, including metropolitan, regional, and remote locations. This allows consistency across multi-site or distributed workforces.
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Outplacement support may include:
Career clarification and direction setting
Skills identification and transferable skills translation
Résumé and cover letter development (as an upskilling process)
LinkedIn profile development
Interview preparation and selection support
Job search strategy, including Australian labour market alignment
Confidence and career communication support
Inclusions are tailored to organisational needs and employee cohorts.
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Résumé support is included where relevant, but it is delivered as a collaborative upskilling process. Employees learn how to articulate their experience and adapt their documents over time, rather than relying on a one-off transactional writing service.
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Career transition can be emotionally and practically challenging. This service is non-clinical and does not replace medical or psychological care, but it is delivered with care, professionalism, and pacing that respects the employee’s capacity and circumstances. Where needed, employees are encouraged to access clinical supports through appropriate channels.
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Confidentiality is handled professionally and respectfully. Individual sessions focus on the employee’s career direction and transition needs. Organisational reporting, where requested, is typically provided in a de-identified, aggregated format aligned with your organisation’s requirements.
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Yes. Outplacement can be delivered through individual sessions, small-group sessions, or a blended model. This is often useful where organisations are supporting multiple affected employees while still providing personalised guidance.
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Outplacement can support:
Faster re-employment outcomes for employees
Improved confidence and career clarity
Reduced reputational risk during workforce change
More ethical and dignified transition experiences
Better workforce trust during organisational change
Outcomes vary by individual circumstances and labour market conditions, but structured support typically reduces uncertainty and improves readiness.
Next Steps
If you are curious about how this process can support your organisation and its people, no matter how small or how few, than let’s start the conversation. Services can be built to suit your needs regardless of industry. I offer a 30 minute consult to talk over your needs and will make a recommendation in collaboration with you.