The inside scoop on outplacement
Research has demonstrated that losing your job is one of the most stressful experiences a person can go through, outside of death and divorce. However, we may all encounter outplacement at some point in our working lives, so it’s useful to understand the basics of how it works.
Changes over time
Outplacement is a support service that is offered by companies to help their former employees find new posts. The reasons why staff may receive outplacement can be many and varied. For instance, they can include changes due to business circumstances or restructuring. Likewise, expansion and relocation. A specialist outplacement consultancy can provide the outplacement services. In most cases, these will be paid for and arranged by the employer. The outcomes are achieved usually through interview conversations, training materials and workshops. As a result, these can be on a one-to-one basis, or in groups of all sizes. In addition, outplacement is also there to reassure the staff who remain at the company and stabilise the situation for the company as a whole.
The term ‘outplacement’ was first coined over 30 years ago by James E. Challenger, the founder of Challenger, Gray & Christmas, a Chicago-based career consultancy. Challenger created the concept of outplacement and devised the initial programs to implement it. Since then, outplacement has become a key component in many businesses’ strategy for management. In particular, with the increase in downsizing, stabilising, redundancies and layoffs that occurred, particularly during the 1980s and ‘90s.
Specialist advice
Outplacement specialists such as Career Evolution are run by industry experts. They are professional coaches and mentors. As a result, they have a great deal of experience and knowledge of how to approach employees who are undergoing periods of transition in their workplace, which are often not of their making. Those taking part in the sessions may be feeling resentful towards their former employers. In addition, they may feel resentment towards those carrying out the outplacement too.
They may need assistance to cope with change. Therefore, that is why it is important that advisors have backgrounds in outplacement, career transition, career management and coaching. Consequently, some outplacement consultancies also offer psychological support in appropriate cases. Most importantly, they always have their clients’ best interests at heart.
Future options
Topics under discussion in outplacement sessions may include such useful and practical aspects as career guidance, career evaluation and job search skills. In addition, CV writing, preparing and rehearsing for an interview, and negotiating skills. They may also help participants develop networks of contacts, both online and in person. In most instances, through social media and networking sessions. The period of transition will very much guide the length of time that the outplacement guidance process will take, from a few weeks to months.
It’s not just about finding a new job for outplaced staff. Future options can also include starting their own business, becoming self-employed or even retiring. In some cases, clients may find that a portfolio career may suit them better. This would include several part-time or consultancy roles that integrate together into a whole, sometimes across a variety of sectors. Outplacement takes on even greater importance in the current economic climate, which is delivering its own set of challenges and uncertainties. Above all, being aware of the options for your staff and how they can benefit from outplacement is something that every company should consider.
