Tuesday, October 29, 2013

What Are the Benefits of Outplacement?

Whenever I first speak to a client who is looking to provide outplacement services to laid-off employees, the first thing I typically do is ask them if they know what the full scope of outplacement services encompasses.

If there's confusion here, you can bet that the client hasn't realized what the full benefits of outplacement are.

In its finished form, outplacement is usually a program that is given to an individual who has been asked to leave the organization. This program is usually outsourced to an outplacement provider. And while the organization knows that its laid-off individuals are being taken care of, they don’t tend to keep a focus on those individuals once they’re no longer a part of the organization. (Read more about helping employees prepare their exit strategy.)

The organization pays for the program because they understand that on the whole, it’s a good thing; but I find that the organization usually doesn’t understand that the benefits of outplacement extend to three groups - not just laid off employees:

What Are The Benefits of Outplacement?

  1. Career Services/Job Placement for Laid-off Employees. For the group that outplacement services most obviously benefits, outplacement provides a way to help them secure a new role that allows them to do what they want to do where they want to do it in the shortest amount of time possible.
  2. Decreased Tension with "Surviving" Employees. For the remaining people in the organization, outplacement services allow them to see that something good happens when you’re asked to leave. It’s not just a matter of the organization saying, “Your service is up, best of luck.” They see that those people asked to leave are being taken care of in not only their best interests, but also in the interests of the people who stay behind at the organization. And that has an immediate impact on the business performance of the remaining population: they reengage faster, and feel better about seeing a colleague, or a lot of colleagues, or maybe even a whole department leave the organization. You may choose to take this one step further and combine outplacement with a career development program, or even align your outplacement and corporate alumni strategies for maximum ROI and employer branding. Which brings us to...
  3. Employer Branding and PR. And finally, for the leadership, providing outplacement services is the best practice because they’re seen as the organization that takes care of their people. (See my previous post Why Should I Provide Outplacement? for more information.)

Learn more about EmploymentTalk, the leading online outplacement software.


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