When Liddell Glencore Open Cut Mine was facing closure, our team was brought in to create tailored offboarding workshops to assist employees with the transition.
The closure was projected to affect approximately 300-400 staff, including contractors, who needed to be relocated or transitioned into new career prospects.
Dan Nowak, Health Safety and Training Manager at Liddell recognised the unique challenges associated with this significant change and reached out to our team to help them prepare.
The Situation
Dan needed assistance with the enormous task of creating a comprehensive closure plan including considerations for employee wellbeing and their individual career transitions.
The Liddell team were faced with considerable challenges in managing this process. However, we were able to support their team by developing an interactive plan that involved:
- A focus on employee mental state: understanding the mental state and readiness of each employee for the impending closure was crucial.
- Dealing with change management: the company wanted to support employees through various stages of change, from denial to acceptance.
- Career development: there was a need for personalised career development plans to help employees navigate the transition effectively.
The Plan
In the preparation stages our team members, , worked closely with Dan Nowak and his team to address the challenges they faced.
The plan involved providing a multi-faceted approach to support the employees through the closure process.
- Employees participated in mandatory sessions structured around the concept of a ‘Change House’, featuring rooms representing different stages of change, such as contentment, denial, and confusion.
- Depending on their stage of readiness, employees engaged in one-on-one sessions tailored to their specific needs and emotional states.
- Each employee then underwent a personal development planning session with a manager to chart their career transition journey from start to finish.
We maintained regular communication with managers and conducted debriefs daily, to ensure the program’s effectiveness.
The Result
Dan was impressed by the preparation and dedication of our team and said the team at Liddell remained engaged with the highly interactive sessions which resonated with the employees.
“Leadership and Performance Partners didn’t just meet our expectations; they exceeded them. Their interactive and engaging sessions, tailored to our unique needs, were invaluable during a challenging time.”
– Daniel Nowak, Health, Safety, and Training Management, Liddell Glencore Open Cut Mine.
The program offered different solutions for employees in various circumstances, helping them navigate self-reflection and change. It also provided a personal touch and ensured employees felt supported during a challenging transition.
Dan Nowak has continued to engage with Leadership & Performance Partners for various team building and strategy sessions.
We were proud to tackle this challenge with Liddell Coal Operations, addressing complex organisational challenges, providing tailored solutions, and fostering positive change within their company during a critical period of transition.
Our proactive, engaging, and tailored offboarding workshops helped the company and its employees navigate a challenging closure process successfully.
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