Tailoring outplacement to suit business needs
Outplacement is a complex process and can be adapted to suit a business’ needs and the workforce dynamic. Starting with assessments to determine interests and skills, companies can then create a programme to introduce sessions such as career coaching, professional resources, and structured guidance to speed the employee’s transition to new career opportunities.
Furthermore, by truly understanding the skills of the outgoing individual, it can lead to opportunities in other departments and the retention of expertise that has been invested in by the business.
Supplementing this, services such as pre-decision counselling can help affected employees make an informed decision about remaining with the organisation or accepting a voluntary separation package. In turn, business can then provide further career support and make a difficult process more positive for the employee and workforce alike.
Indeed, research by Right Management revealed that employees in career transition value one-on-one coaching more than targeted job leads.
Critically, by implementing a strategic outplacement programme, an organisation sends a message to its customers and employees that it cares about and is invested in what happens to its people. In turn, this makes it easier to recruit good talent and maintains a strong company reputation.
Restructuring, redundancy and reputation
As digitisation takes hold and businesses are faced with more pressure to adapt their workforce, outplacement is a powerful indicator of an organisation that believes in looking after its employees in the present as well as those from the past and future.
As well as positively impacting employer brand, use of outplacement also aligns with the far more transparent, collaborative and cooperative environment in which modern businesses are expected to operate.
By prioritising outplacement and providing career conversations and support, companies can seamlessly transition employees to new roles and avoid the loss of productivity, engagement, and loyalty that can have a real impact on the remaining workforce. Avoiding these pitfalls and learning from past failure, we can ensure that businesses continue to remain competitive, drive innovation and retain staff that will build a profitable future.