If you have ever been in a situation where your role has been made redundant, for the person concerned it can be a very worrying time. A caring employer should look at the value that this employee has contributed to the company’s successes and invest in supporting them with their career transition via outplacement support. It can be reassuring for a departing employee to know that they have added value and that their time and contribution will be missed. There is a famous saying ‘you don’t miss what you don’t know’ and this is the case with outplacement support – you only know its value once it has been implemented.
The ethos of supporting - when a change happens with redundancies - means helping that person in terms of the next step of their career. So, having outplacement in terms of exploring their future place of work, the transferable skills that they have and where they can go forward is all helpful. I think in the world of speed, we sometimes don’t stop to consider the skills or experiences that we’ve had and how can we take that forward. Outplacement allows people to explore these options and supports them in making the right decisions on what to do next. If the company can afford it and, again that depends on many circumstances, it is good benefit for them to offer to employees.
For me [outplacement support] is part of our obligation as a responsible employer. Employees will recognise that a company has invested in an external resource and although it could be done within the HR functions, to have professional outplacement support is a winning formula for us. We have sourced an outplacement provider and they offer a bespoke programme that is done on an individual basis because they recognise that employees have got individual needs. I also think there is a slight danger with giving cash to all of the employees who have been offered outplacement support to because they might have spent it elsewhere, so it might not be meeting the purpose that the money was set aside for.