Outplacement - just part of the change journey

If you’re reading this supplement you probably already know about Outplacement. Maybe you’ve been involved in a restructuring process or worked closely with an Outplacement provider in the delivery of a redundancy programme. If you’ve been involved in any type of complex or large-scale change project, you were probably spinning a lot of other plates whilst your Outplacement provider was supporting your departing employees.

In our experience, providing Outplacement support during times of change - whilst always welcome and worthwhile - is just one element of ensuring successful outcomes. It’s important to think carefully about what happens before, during and after people leave. With careful planning you can ensure that managers are equipped to facilitate the change well, productivity is retained during an uncertain period and those who remain can re-engage with the organisation and continue to develop their future career. Outplacement is the final stage of a structured and well-timed change support process which can make a significant difference to achieving results:

Upskilling managers

The very best grounding for a successful change project is to ensure Managers have the key skills and capabilities to lead and manage themselves and others successfully through change. This sets the tone and positively influences morale, staff engagement and team performance. Ensuring a consistent and effective message aligned to organisational goals results in clear and unambiguous understanding by the recipients and can help to allay misplaced fears.

Tailored support to prepare employees