You’ll recognise a traditional outplacement company as rigid, process driven, and dated; operating out of costly real estate, and servicing only the executive end of town – and we’re not the only ones who think so!
An outplacement survey conducted earlier this year, by DirectEmployers Association and CareerBeam,found that 58% of respondents were frustrated with the outplacement services offered by their provider; often viewing them as outdated, comprising of the wrong tools, and expensive.
Outplacement has always been viewed as a purely transactional service, but the very nature of outplacement is changing. It is imperative that any organisation leveraging these services is aware of this evolution; in fact, it’s the key to extracting the most value out of the experience.
Of course, you must still manage those employees leaving the organisation, but have you ever stopped to think about the additional expertise that can be added through accessing the experience and knowledge of your career transition provider? We immerse ourselves daily in this market; we see best practice, and we often see less than best practice. It is these latter examples which can have a significant impact on an organisation, its reputation, and its employees, and bridging this gap is where we deliver value.
A first-rate provider should help you plan the transition from start to finish, and tailor a solution to fit; making sure your restructure delivers precisely the outcomes you desire. This process will provide you with insights into best practice, return on investment, and assistance in the implementation of a process which ensures the needs of individuals are respected, and the interests of the organisation are protected.
The final facet of this evolution shines light into an often forgotten aspect of outplacement; dealing with the survivors. As outplacement providers, we have gained considerable insight into the effects of restructures on not just exiting, but also remaining employees. A first-rate program will help facilitate productivity improvements arising from the restructure, by working with your remaining employees to assist them in maintaining their engagement with the organisation.
Our experience tells us that the combination of these elements, resulting in a shift from a