How can you provide cost-effective outplacement services for your company?

1 Assess your needs

Before you choose an outplacement provider or program, you need to assess your needs and budget. How many employees are affected by the layoff or termination? What are their skills, experience, and career aspirations? How long do you want to offer outplacement support? What are the expected outcomes and benefits of outplacement for your company and your employees? By answering these questions, you can define your objectives, scope, and criteria for outplacement services.

2 Compare options

There are different types of outplacement services available, such as individual coaching, group workshops, online platforms, or a combination of these. Each option has its own advantages and disadvantages, depending on the level of personalization, interaction, accessibility, and cost. You should compare the options and evaluate their features, quality, and effectiveness. You can also ask for referrals, testimonials, or case studies from other companies or employees who have used the outplacement services.

3 Negotiate terms

Once you have selected an outplacement provider or program, you should negotiate the terms and conditions of the contract. You should clarify the scope, duration, and cost of the outplacement services, as well as the roles and responsibilities of both parties. You should also discuss the communication, reporting, and feedback mechanisms, as well as the contingency plans in case of any issues or changes. You should aim to get the best value and quality for your money, while ensuring that the outplacement services meet your expectations and goals.

4 Engage your employees

The success of outplacement services depends largely on the engagement and participation of your employees. You should communicate clearly and transparently with your employees about the reasons, process, and benefits of outplacement. You should also encourage and support them to take advantage of the outplacement services and resources, and to pursue their career goals. You should also provide them with feedback, recognition, and referrals, as well as maintain a positive and respectful relationship with them.

5 Evaluate results

Finally, you should evaluate the results and impact of the outplacement services on your company and your employees. You should measure the outcomes and indicators of outplacement, such as the number of employees who found new jobs, the time taken to find new jobs, the satisfaction and retention rates of employees, and the cost savings and return on investment for the company. You should also solicit feedback from your employees and the outplacement provider, and identify the strengths and weaknesses of the outplacement services.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?