Outplacement (also known as career transition) offers a huge range of benefits for employers.
There is no denying that redundancy can be a brutal process and while there is less stigma attached to being “made redundant”; the effects on those who find themselves without a job can’t be underestimated.
Restructuring and redundancies are unavoidable in almost every industry in our current climate. Over the past 12 months in particular we have been working closely with our clients helping them to navigate difficult situations – often ones they never thought they would ever be in.
It’s a tough time, but that doesn’t mean it can’t be handled with dignity and sensitivity, nor must it result in resentment on the part of the employee. If handled well, it can result in brand advocates in both your team and your former employees.
Mitigating the possibility of legal action and unexpected payouts to disgruntled employees is key and so you must have a genuine business reason for disestablishing a role as well as a very robust consultation process. But just as importantly is providing practical support which shows you care about your transitioning employees. In addition, providing career transition support not only shows goodwill but it can also boost the morale and limit attrition of remaining employees.
So, if you’re thinking of disestablishing roles in your business consider putting in place a well thought out career transition package. These don’t have to be expensive – even two to three sessions per employee, can make the world of difference.
Simply put, you should invest in career transition because:
It reduces legal risk – research shows that employees who receive outplacement support are less likely to feel abandoned or resentful, reducing the motivation to pursue legal action
Protects your Employer brand – it shows you treat your employees with respect even through tough decisions
Supports the morale of remaining employees – reducing “survivor guilt” and the fear of being next. You are seen as acting responsibly
Strengthens Employer – Employee relationships – maintains a positive relationship with departing employees.
However, one size of outplacement does not fit all. Consider levels of support for example for entry level roles it may be support to create a compelling CV; job search strategies and interview skills. For Executives it may be coaching; creating their personal branding and strategic career planning.
Outplacement / Career Transition isn’t just for the benefit of exiting employees – it’s a strategic tool for employers to manage risk, protect reputation, support culture and ensure smoother organisational transitions.
For over 20 years HR Connect has been working with clients to not only ensure robust restructure and change processes; but also providing bespoke career transition programmes for clients of all sizes across many regions. Talk to us today to find out more about how we can support your change processes and provide career transition to exiting employees.
