Outplacement is a program consisting of a series of workshops designed to assist displaced staff to re-enter the workforce.  It applies as much to the wine industry as any other particularly in these times of economic uncertainty.  

I have never liked the word ‘outplacement’ – it implies securing a position outside an individuals  previous place of employment – this may not necessarily be the case.  

Companies offering an ‘Outplacement’ service or program certainly have job placement as a goal but that is not necessarily what the company is paying for.  

Let’s look at why outplacement is offered to certain employees.  The most common reason is a genuine desire to help employees make the transition from the existing company to a new company.  This is particularly important for longer term employees who may have lost touch with the realities and complexities of modern day job hunting – it is a ‘skills acquisition’ program.

Accordingly, the term ‘Career Transition’ is more meaningful as that is, in reality, the programs that are on offer.  I have referred to such programs as ‘Career Transition’ or ‘Skills Acquisition’ for the past 15 or so years as I believe it is far more meaningful.  

Two prime objectives of such a program are to provide as much self esteem to the people losing their jobs as possible and to equip them with the skills to enable them to secure their next role whilst being more competitive in the workplace environment.

Our employment represents many things to all of us and we receive part of our identity from the role we play in our jobs.  To suddenly lose that identity, status and financial return affects each of us in different ways.

It may be surprising to learn that job loss can be an event equally as devastating as the death of a close family member or marital separation and accordingly, can produce similar emotions such as shock, denial, anger, bitterness and (hopefully) eventual acceptance.

Not everyone goes through exactly the same emotions or at the same speed.  However, it is important to understand that such emotions are perfectly normal.  It is also important to accept these emotions at this time.

Even though it may be hard for affected personnel to believe a positive outcome may result, it is the hope of something positive that can pull them through and help them to work towards more exciting and challenging opportunities that may lie ahead.  

An effective career transition package could consist of a series of workshops on topics such as :-  

• coping with sudden job loss
• planning for success – setting realistic goals
• identifying individual strengths and weaknesses
• understanding the employment market – the Hidden Job Market
• job search
• networking
• preparation of a CV/resume
• letter writing
• interview technique/performance
• follow-up

Of course, there are other features of a program which are important such as psychometric assessment, financial planning and trauma counselling .  The Career Transition consultant is sometimes present at the time of separation as well as providing on-going support throughout the transition period.  

Career Transition programs are positive, re-enforcing and morale boosting.  They are paid for by the terminating company and most programs can be tailored to suit the needs of those displaced and, of course, the capacity of the business to meet the costs.  

Most companies, including David Sladden Consulting, run flexible transition programs that have proven successful over the years and are available in both individual and group formats.

(Article for GrapeGrowers & Vignerons)

By David Sladden, Principal, David Sladden & Associates

 The Australian wine industry is similar to most other Australian industry in relation to the Global Financial Crisis (GFC), the drought  and the purchasing capacity of our export markets.  

Employment opportunities will accordingly vary with the complexities of the market but there is room for optimism.  

Data recorded for this article indicates that over one half of all people employed in the wine industry are mainly farm hands and fruit growers ie 58% are involved in vineyard operations whilst approximately 18% are involved in bottling and packaging and approximately 12.5% in management and administration.

These figures are interesting but there are more people currently studying wine marketing than any other course available in the wine industry.  For example in South Australia recently, over 58% of students in the wine industry (at all levels) were involved in wine marketing courses – they cannot all be absorbed into the industry.  There were a further 11.5% undertaking post graduate studies in Wine Business whereas 27% of students were studying oenology courses and only 3-4% studying a viticulture related course.

However, the Australian wine industry is extremely diversified and offers employment opportunities in a wide variety of occupations – most of which do not need to be industry specific.

Such courses as Chemistry (for research and development purposes including PhD level), Quality Assurance, Food Science, Horticulture, environmental management, engineering, production management, various trades and administrative courses such as accounting, IT, Export Documentation, Warehouse Management, Logistics and Retail (Cellar Door) are some worthy of mention.

Another popular area evolving is that of Wine Tourism.  Many wineries are becoming very good at Cellar Door marketing and combine such activities with food and beverage, retail shops (for goods other than wine), winery tours and accommodation along with conference functions/facilities.

Of course, there are many other aspects to the wine industry where employment opportunities arise including wine and winery supplies, distribution and transport, Research and Development and compliance.

Future Trends

In today’s economic environment, it is virtually impossible to predict future trends in the employment cycle.  

The majority of Australian wine is exported and it is re-assuring to see new export markets evolving and some existing markets being enhanced.  Although it is generally recognised that the Australian wine industry will shrink a little, our wine quality, evolving markets and the Aussie willingness to “have a go” will ensure not only its survival but its future development.

Having visited the UK recently, I was surprised to see a lack of Australian wines on the supermarket shelves – plenty of French, Italian, Spanish, Portuguese and believe it or not, wines from Argentina , Chile and South Africa .  Australian wines were there but not in great numbers.

Yet the UK is a prime export market for Australia and many people in the industry believe we can do even better.

With the emergence of China and India as key export markets, the potential for experienced export management personnel with skills in selling and marketing should evolve.  These markets in particular can be a trap to personnel who are not aware of these pitfalls.

It is not good enough for a CEO or domestic Sales Manager to hop on a plane and travel overseas in the hope of winning export contracts.  Planning, preparation and market awareness/knowledge are keys to success.  But this could be a future article.