In recent years, outplacement stories have found their way onto our screens, from movies like Up in the Air and Office Space to TV shows like The Office. The comedic and human elements of these narratives seem to captivate audiences, but in the real world, the success or failure of outplacement scenarios lies in the tangible results for both the departing employee and the company. Let’s delve into this multi-faceted journey in three parts: Employers, Employees, and Workplace Survivors, to gain a comprehensive understanding of the process and the value of effective outplacement programs.
Part 1: Employers
For employers, outplacement is about more than just navigating the period of unemployment for the departing employee—it’s a crucial opportunity to facilitate productive job or career transitions. These are individuals who were once new hires, people you’ve come to know and rely on. As they face the transition, approaching outplacement with empathy and respect is paramount. However, there are deeper strategic reasons to consider as well.
One primary concern for employers is safeguarding productivity within the company. How outgoing employees are treated leaves a lasting impact on the unaffected staff. Observing how the company handles departures shapes employees’ perception of the organisation and its leadership, which directly influences productivity. By providing comprehensive outplacement support through a third-party provider, companies ensure that departing employees receive the care they need, alleviating stress on the remaining workforce.
Moreover, outplacement significantly impacts brand integrity in today’s interconnected business landscape. With digital channels and global networking, the way a company handles outplacement resonates beyond its walls. Investing in high-quality outplacement enhances a company’s brand reputation, both internally and in the employment marketplace.
Transparency is key in building healthy narratives surrounding outplacement. Trying to downplay or hide the process often backfires, as impacted employees and their acquaintances spread the word. By proactively shaping the story and offering thorough outplacement support, companies take control of their image and prevent the spread of misinformation.
Furthermore, a robust outplacement program serves as a protective measure against potential lawsuits. When outplacement is poorly executed, disgruntled former employees may blame the employer for their struggles, leading to legal disputes. A reputable outplacement provider ensures comprehensive support and advocates for the employer in the event of legal challenges.
Finally, with regional employment trends on the rise, tailoring outplacement support to specific markets and geographical areas becomes crucial. Regional employees need specialised attention, including well-networked regional coaches who can open doors to opportunities in their locations.
Selecting the right outplacement provider is vital for optimal outcomes. Avoid choosing the cheapest, minimal program, as it can convey a lack of genuine interest in employees’ well-being. Opt instead for a personalised and resourceful outplacement program that will yield positive results on all levels discussed here.
Stay tuned for Part 2 of our outplacement story, where we’ll focus on the employees themselves and their journey through this transformative process.
To learn more about outplacement, connect with Merran.