Outplacement support, can you afford not to?

outplacement support

In my work as a Career Coach, I have supported many people facing redundancy. As a result, I have learned that there are typically three types of response. Firstly, there are those who are resilient and cope well, keeping a level head and an optimistic outlook. Then there are those who struggle initially, but then look back on the situation with hindsight as the best thing that could have happened to them. Thirdly, there are those who fall apart. Having seen all three types of response, I feel strongly that employers should be offering robust outplacement support to their departing employees.

The benefit of outplacement support to you, the employer

It has been proven that outplacement support helps employees find their next role quicker. However, the benefits to the employer are also well-documented. Here are three main benefits of outplacement support I have experienced on the front line.

  1. Reputation and your company’s brand

    We have been fortunate that most of our clients are investors in their people. That is to say, what they do within their organisations for all staff, even those leaving the business, shows that they really care. Providing support to your departing employees demonstrates that you are concerned about their wellbeing. Additionally, it demonstrates to those who remain that you are looking after people being made redundant, some of whom may be their friends. This will send a clear message that you do the right thing by your people, which is a desirable asset when attracting talent. Your alumni play an important role in networking and pose a potential client pool, therefore you can’t afford to disgruntle them.

  2. Increased productivity and profitability

    Research shows that employees who remain will be more productive when companies appear to treat those departing fairly and effectively. This is in large part because morale will remain higher. Correspondingly, if there is a sense that some employees are treated unfairly, or aren’t supported, then turnover can take a real hit.

  3. Return on investment

    Outplacement support can be expensive. As a result, in today’s extremely difficult business environment, perhaps the gold-plated support is not an option. Consider less expensive alternatives without sacrificing on quality. For example, can internal employees help by providing mentoring sessions? Our online outplacement support may be equally as effective – take a look.

In summary, outplacement support can be hugely beneficial not only to those that you are having to let go, but also to your wider organisation. Redundancy is not an easy journey to go through, and most people require targeted support to work through it successfully. You can arm your departing employees with the right information and tools to move forward, and leave your company all the stronger for it.

How Transition Peak can help

Transition Peak is ready to guide your employees through this process. Our assistance is immediate, effective and affordable. We have been described as ‘the outplacement company with a heart’. What’s more, all our know-how, gathered from over 35 years of expertise, is ready immediately. We are focussed on helping and inspiring your exiting employees to be the best that they can be at work.

We will be here for your employees every step of the way; any email or question will be answered. We are ready to help. Are you ready to be that company that people want to work with and work for? Can you afford not to be? Get in touch today.

About the Author

Charlotte Billington, Career Transition Coach and Co-Founder of Transition Peak
Charlotte BillingtonCareer Transition Coach and Co-Founder of Transition Peak
Charlotte Billington is a career coach who helps individuals at a crossroads. She has recently written a practical exercise book “What to do Next?”, available on Our Modules, that can assist and guide you through the process of changing jobs, understanding and maximising your own potential.