Uncharted Times Calls for Different Thinking About Outplacement Support

With so many employees already work casualties of the Covid crisis and many more still furloughed and awaiting their fate, HR, Operations and Finance have some key questions to consider:

  1. Will you treat all employees the same i.e. a ‘one size fits all approach’?
  2. How will you differentiate support for your executives and senior managers?
  3. Will you offer extra support for long serving staff?
  4. How will you take account of employees who either want to or will inevitably be forced into having to re-evaluate their careers and lives during these unprecedented times?

These are not easy questions, are they? However, I’m sure much will depend on the scale of your redundancy programme and your company or organisations resources.

Your decisions are also likely to be a balance of doing the best for your employees, affected by redundancy, whilst also looking after your company or organisational reputation.

In these uncharted times, options 3 and 4 are likely to become ever more important considerations of Outplacement support

Why? Firstly, because, in the Covid and post Covid era, not only will many jobs disappear, but many may never see the light of day again or certainly not in the same way.

Secondly, because during lockdown, it gave many people time to think about their jobs and careers, especially if furloughed. Interestingly, what became very evident, was how many people started questioning the work they were doing. Maybe as a result of enforced home working, focus was shifting away from climbing the career ladder and all the materialistic trappings. Instead, wellbeing moved to the top of the agenda. Also, having a job or career that provides for a positive working lifestyle, sense of meaning, doing work that they love or enjoy.

What does this mean for HR in terms of Outplacement Provision?  

Considering the two key points in the previous paragraphs, providing a ‘one size fits all’ approach might seem to be a simple solution and will be helpful to a large percentage of employees. However, it is unlikely to be the best use of your company or organisations budget.

Why? Because, at a time when people will likely need more help than ever to decide on their next career step, forward thinking employers (especially influenced by HRDs and HR Managers) should consider providing a range of support for ‘outplaced’ employees, which will help them to re-evaluate their career and life. As mentioned, for many people, this is likely to be of much more value, rather than ‘typical Outplacement’, such as Job Search strategies, CV, LinkedIn profile etc.

It’s my belief that companies and organisations who are prepared to invest in their departing employees by willing to provide the right range of Outplacement support, will be valued more than ever. Such a positive gesture will enhance both internal PR within the company or organisation and externally amongst suppliers and other stakeholders.

Outplacement Support for Executives & Senior Managers

Your senior managers and executives will rightly be expecting to be treated differently and feel entitled to bespoke Outplacement options, which can be tailored to their needs. In my experience they also value being able to choose the Outplacement provider that can deliver their specific needs.

How Will You Manage the Outplacement Provision for Employees Looking to Re-Evaluate Their Careers & Lives?

As an employer, if you are looking for an alternative low cost but high impact digital Outplacement solution (which can also be combined with coaching from a career transition specialist) there is now a unique option which is proving to be invaluable for professional employees looking for inspiration and proven, practical strategies to re-evaluate their careers and lives, as a result of facing or being at risk of redundancy.

Repurposed from my Internationally acclaimed ‘Winning Through redundancy – Six steps to navigate your way to a brighter future’ book, Winning Through Redundancy & Layoffs’ online course brings the book to life in a powerful way. The course is created under my Career Catalyst personal brand, rather than company brand. This way it has appeal to both companies sourcing Outplacement provision and individuals looking for an inspirational and potentially transformational course, with the knowledge and confidence they will be following a proven and empowering process.

If this sounds interesting, or you want to know more, here is the link to the course information page: https://courses.steveprestonthecareercatalyst.com

Steve Preston is known as The Career Catalyst ® MD of specialist Consultancy SMP Solutions (Career & People Development) Ltd, leading Career Coach to executives and professionalsmotivational speaker, Internationally acclaimed Author of Career and Personal Development books and products, including Winning Through RedundancyWinning through Career Change, Portfolio Careers – How to Work for Passion, Pleasure & Profit

 

 

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