5 Questions to Ask Before Providing an Outplacement Programme
While redundancies are a reality for many companies during uncertain times, especially the recent pandemic, implementing an inclusive outplacement support programme to employees exiting the company isn’t only the right thing to do but makes sense in business. This blog will give you five questions to ask yourself before you get started.
1. Why are you investing in outplacement?
While outplacement is unquestionably the right thing to do for your ex-employees, ensuring they have the right information and skills to make a smooth transition is also key for maintaining an employer brand. With employer review sites, like Glassdoor, developing and growing in popularity, employees join customers as critics. By offering outplacement services, those who are transitioning get the help they need to prepare for their next move in their career, and employees that are staying within the business are more likely to view the changes positively.
2. What do your employees actually want?
It’s now no longer enough to just provide employees with a financial package on their way out. The focus on outplacement will be on upskilling or reskilling individuals to help them identify opportunities outside their industry or expertise. You will also need to consider how you can mentally and emotionally support your employees with change management training.
3. Are you communicating fairly?
Communication is key for change in any way, whether that be professionally or personally, but regarding employment, it’s especially important when restructuring is involved. Providing clarity for individuals from the outset is important to avoid mixed messages travelling through the company. By being transparent and answering questions, you will help employees understand the process fully and it’s also essential to communicate the benefits of outplacement support to managers and employees.
4. What about the remainers?
Companies often focus on those exiting and forget to make investments in those who have retained roles. Developing an engagement strategy that covers all groups of employees, especially those who have the task of moving the company forward, is essential. It’s important for those individuals to understand the role they play in helping shape the company.
5. What are you looking for from an outplacement provider?
An outplacement program that is designed to fit all the needs of the business, is likely to suit none. Instead, focus on how an outplacement provider can direct support to suit specific challenges. Consider if the support includes a focus on ease of access, transferable skills, if it’s scalable or if participants will choose from a series of topics to suit their individual goals. Choosing a provider that meets employees, where they are, is essential to take the next steps.
There is no doubt that the employment market has drastically changed, and requires careful assistance of employees to help them through the next stages of their journey. With these questions in mind, you should be able to make critical decisions about the future, of your employees and business, easier.
You can check out the MyJobs.Coach outplacement programme on our website, and if you’ve enjoyed this blog, you can find all our other blogs here.