It makes good business sense to offer as much support as you can to employees going through redundancy, including offering outplacement support.
But it’s also important to support the staff who are not leaving. They are likely to be feeling a mixture of upset, guilt, relief, anger and grief.
Outplacement support helps the staff being made redundant as well as those who are staying:
- Protects your brand
- Increases employee engagement
- Minimises potential litigation
- Manage a smooth transition
A good outplacement plan will help staff to:
- Get clarity on their career strengths and experiences
- Leverage their personal brand
- Develop a career plan moving forward
- Identify networking opportunities
- Navigate the online job market
- Create a powerful LinkedIn profile
- Discover how to write and tailor CVs and covering letters
- Prepare effectively for job interviews, including video interviews
When I run outplacement workshops for organisations we explore:
- Skills and strengths
- Values – i.e. what’s most important to you
- Behaviour profiling
- Presentation i.e. LinkedIn profile and CV
- Interview preparation
- Networking confidence
- Action plan
What’s most rewarding is watching the group work together to support and lift each other. For example, often we don’t recognise our own strengths. Sometimes we take a talent for granted because it feels so easy.
When you run an outplacement workshop, individuals get constructive feedback from peers and former co-workers and this can be a huge boost to morale and confidence.
What outplacement support do you offer staff going through redundancy?