What exactly are outplacement services? Find out about the 5 Ws of outplacement – what, why, who, when and where – and why investing in outplacement support is a game-changer for both your business and your employees.
Managing redundancies and providing support for employees exiting the organisation can be a sensitive and complex task. However, with the right outplacement services, HR leaders can ensure successful career transitions for departing employees while protecting the company’s brand and retaining the trust of the remaining… Read More »How to make the most of your outplacement budget
Your organisation may have little choice at the moment but to reduce its workforce. Making redundancies brings a number of risks that should be identified and managed to minimise the potential for long-term damage.
To avoid having to make people redundant, you may be considering time reductions to deal with the downturn. But across the board cuts in employees’ hours may not be the best solution for your organisation.
Executives can face a highly competitive marketplace, limited opportunities and a job search lasting 12 months or longer. Executive outplacement programs are tailored to their needs, and offering them this type of support can ensure their career transition is successful.
The workplace has transformed over the past few years, largely driven by advances in digital technology and the adoption of remote working practices. This shift has created new challenges and opportunities, particularly in managing workforce transitions. Outplacement, traditionally delivered in person, has adapted to meet… Read More »Remote outplacement support meets growing demand for flexible access
When an employee’s role is made redundant, it’s not just a job loss but often an emotional upheaval. People can feel uncertainty, frustration and sometimes anger towards their former employer. In these circumstances it’s easy for vital information, such as the availability of outplacement services,… Read More »Proactive outplacement is key to effective employee support
How do you select the right outplacement firm? With various services and programs on the market, it’s crucial to ask the right questions to make sure you find the best partner that meets your needs and those of your employees. Here are 10 questions you… Read More »10 questions to ask an outplacement company
When companies face the difficult task of making roles redundant, procuring outplacement services to support affected employees is a positive step towards reducing the impact on people. However, simply procuring these services is not enough. Ensuring you are engaging employees in outplacement services is essential for… Read More »Engaging employees in outplacement services
Many organisations turn to outplacement support following workforce restructuring. However, when considering this investment, questions can arise: Is it worth the money? How can we measure the effectiveness of outplacement? And does it delivers real value? Why organisations choose outplacement support Redundancies can be challenging… Read More »Measuring the effectiveness of outplacement: Is it a worthwhile investment?
Telling an employee that their role has been made redundant is never easy, but it’s an essential part of managing change within an organisation. What you say during the meeting can shape how the employee processes the news and how they feel about the company.… Read More »Redundancy notification script: What to say to an employee
Outplacement services come in various forms, including individual, executive and group outplacement. Each type offers advantages. Explore the benefits of outplacement with each approach and how it can result in a more successful career transition.
Employee assistance programs (EAPs) have become somewhat of a workplace panacea. Organisations often turn to them to support staff where they could be considered as having a corporate social responsibility to their employees. However this can lead to an expectation on an EAP to provide… Read More »Best redundancy support: EAP or outplacement?
Including outplacement as part of your employee value proposition (EVP) is a great way to highlight to future employees how well you look after your people, even during the most challenging times. Employee value propositions An employee value proposition is the unique set of benefits… Read More »Outplacement as part of your Employee Value Proposition
The process of deciding to make redundancies, complying with relevant legislation, managing the employee transition, maintaining workplace morale and retaining corporate reputation can be a difficult challenge.
When managing a redundancy process, take time to plan and implement the changes. Avoiding the mistakes made by high profile companies will limit damage to your organisation, exiting employees and remaining workforce.
If you can select the right outplacement provider today, you will maximise the return on investment for both your organisation and former employees receiving the service.
In a restructure, decision-making should be guided by considerations such as impact, legal liability and fairness. Then you need to be strategic to retain the talent required for ongoing success.
Rather than a random cull, ensure your organisation’s redundancy process is strategic and above board. Employees should know they haven’t just drawn the short straw. Here are some tips to guide you in making strategic redundancies.
There are ways of wording non-compete and other restraint clauses to protect your business and take action to enforce the clause if required.
Announcing redundancies is challenging both for managers and employees. If poorly handled, it can have lasting negative effects on individuals, the remaining workforce and the organisation. Read on for best practice advice on how to tell people their role is redundant.
Staff who remain after redundancies are often impacted, even when their job is deemed safe. These emotions can have long-term implications on staff morale, motivation, productivity and stress levels.