Managing Workforce Transitions During Funding Changes.

This article was originally published at BeRecruitment.com

Practical Strategies for Community Services Organisations and Workers

Funding cycles are part of the fabric of the community services sector — but that doesn’t make funding cuts any less painful. Whether it’s the end of a pilot program, the loss of a government grant, or a shift in strategic priorities, workforce transitions create real challenges: not just operationally, but emotionally and culturally too.

At Be Recruitment, we see firsthand the ripple effects funding changes have — from staff anxiety and service delivery disruptions to a loss of organisational knowledge. Based on our experience supporting organisations and workers through these times, here are some practical, sector-specific strategies for managing transitions with care and integrity.

For Organisations: Supporting Your People and Protecting Your Culture

1. Communicate with Honesty — and Humanity
In community services, workers are deeply mission-driven. They care about the “why” behind their work, so when funding is withdrawn, it’s important to explain the broader context, not just deliver transactional updates. Acknowledge the emotions involved, and ensure frontline staff hear about changes directly, not second-hand.

2. Create a Structured Workforce Transition Plan
Before announcements are made, map out the support you will offer staff. This could include:

• One-on-one transition meetings with managers

• Resume-writing workshops delivered onsite or virtually

• Connections to recruitment agencies that specialise in the sector (like Be Recruitment)

• Job search resource packs including templates, local vacancy links, and practical guides
  A formalised plan reassures staff that they are not being left to navigate this alone.

3. Redeployment and Secondment Pathways
Many services overlook short-term internal secondments as a way of retaining skilled staff. Even if a permanent role isn’t immediately available, offering a secondment into another program (e.g., moving from an early intervention team to a family support team) buys time — and retains knowledge and culture.

4. Handle Exits Respectfully
Exit processes matter. Offer staff opportunities to farewell the service, recognise their contributions in team meetings, and invite them to remain part of alumni or casual pools if possible. How people leave influences how those remaining feel about staying.

5. Take Care of the ‘Survivors’ Too
After funding cuts, it’s not just those leaving who need support. Remaining staff often feel guilt, anxiety, or fear about future job security. Proactively communicate next steps, offer wellbeing check-ins, and involve staff in rebuilding or reimagining the service where possible.

For Staff: Navigating Your Career Transition with Confidence

1. Translate Your Community Sector Skills for New Opportunities
Don’t undersell your experience! Skills like trauma-informed practice, complex case management, cultural competency, advocacy, and crisis intervention are highly valued, not just in traditional community services, but across education, local government, health, and even private sectors.

2. Ask for Specific References
When securing references, ask your manager or supervisor to comment on tangible skills like report writing, stakeholder engagement, data entry into CMS systems (e.g., SHIP, CIMS), outcomes achievement, or compliance knowledge (like Child Safe Standards or NDIS Practice Standards).

3. Explore Broader Avenues for Employment
You may find meaningful work outside your traditional area. For example:

• Family Support Workers moving into School Wellbeing Teams

• Homelessness Case Managers moving into Housing Tenancy roles

• Counsellors transitioning into EAP (Employee Assistance Program) counselling

• Youth Workers moving into NDIS or Disability Support Coordination roles

4. Use Recruitment Partners That Understand the Sector
Generic job boards often miss hidden opportunities. Specialist agencies like Be Recruitment have access to interim, temp, and permanent roles that aren’t always publicly advertised — and can advocate for you.

5. Prioritise Your Mental Health
Job loss can trigger grief, loss of identity, and financial pressure. Be kind to yourself. Access free services like Beyond Blue, or sector-specific options like Converge International’s free Employee Support programs (many organisations have extended access even post-employment).