Making employees redundant is never a pleasant task for either party, but having a good outplacement plan can help make the transition smoother. Instead of the traditional “golden handshake”, today’s outplacement services are far more constructive allowing displaced employees access to career counselling, interview coaching and CV guidance & advice.
An outplacement plan also benefits the organisation in several ways, including staying competitive in the industry, maintaining positive relationships with displaced employees, creating a positive reputation for a company going through a turbulent and traumatic time, and helping with liability protection.
Here is a 5 point checklist to improve the implemention of your outplacement plan:
1. Communication
Communicate clearly what outplacement options are available, using email, leaflets, literature etc. Explain what options are available and how to take advantage of them. Also illustrate how using outplacement services can benefit the employee, through case studies.
2. Tailor Individual Outplacement Plans
Outplacement plans should not be standardised, but customised to the needs of the individual employee. Everyone is different, and employees being made redundant will require different assistance andguidance. Conducting exit interviews can help to determine what the best outplacement plan is for each employee. Let them know what’s available to them, whether it’s job search management tools, career assessments, referrals to financial advisers, retraining strategies, and social networking advice, etc. Once you have assessed the employee’s needs, only then can you work together to create a personalised outplacement plan.
3. Invest In Opportunities
Giving displaced employees a redundancy pay-off is almost a too easy option – it will only ever be a short-term solution to a long-term problem. Add other benefits to the redundancy package that will help them in their job search, such as providing outplacement services on mobile devices. Research indicates 68% of job seekers use their mobile devices i.e. smartphones and tablets, to look for work at least once a week, and moving your outplacement services there means displaced employees can access them anytime, anywhere. This will help increase usage and encourage workers to take advantage of the services you offer.
4. Help With Networking
Employees who have been working in the same job for many years or conversely are new to the workforce or industry may not have developed an extensive network. Helping them with networking can make their job search easier. This might range from offering advice on how to network to connecting displaced employees with mentors willing to provide guidance and advice. In addition, hosting a series of networking events is a good way to connect displaced employees with potential employers. Also help employees being made redundant to create a profile and presence on social media platforms, in particular LinkedIn.
5. Offer Career Counseling
When informed of an impending redundancy, many employees may feel overwhelmed and unsure of what their next step should be. Offering career counselling can be a good way to mitigate those fearsand help staff work out their next move, supported by help creating CVs and attending job interviews.
