How can outplacement benefits boost your employer brand and reputation?

Fabulous benefits, but I would also add taking care of the employee experience from the beginning to the end. The moment of termination is also part of the employment relationship, and just as we invest all the energy in the onboarding process, we must put all the energy into the termination process, cultivating the best memories about their time in our company. This also builds the employer brand.

Especially after a layoff, a company's employer brand is going to go through a natural dip. But! If a company utilizes outplacement services, it shows that they: - Care for their employees - Offboard as well as they onboard - Ensure they do everything possible to help laid off employees land on their feet When a company invests in employees as they leave, they signify to candidates that they will invest in them while they work at the organization.

Além de atrair e reter talentos, outra vantagem significativa do outplacement é o seu impacto para todos os colaboradores. Ao oferecer servi?os de outplacement, você demonstra um compromisso genuíno com o bem-estar e o desenvolvimento de carreira de seus funcionários, independentemente das circunstancias de sua saída. Isso contribui para uma cultura organizacional que valoriza e respeita todos os colaboradores, mesmo quando est?o deixando a empresa, promovendo uma reputa??o positiva de responsabilidade social e preocupa??o com o bem-estar dos indivíduos. Esse tipo de abordagem pode ter um impacto significativo no moral, na produtividade e na percep??o pública da sua marca empregadora.

?? Having been in this sector for 15 years, I love seeing more organisations embracing care across their staff's full journey with their business. What organisations do in visible moments, matters. The reality is when people are treated right, talent stays. When people are treated badly, talent walks. Little details are a big deal to people at times like these. Outplacement providers can be partners, guides & support across the process. This is the time to pull together to ensure people are supported as well when exiting as they are when they enter the business. In competitive talent markets, organisational integrity is everything, particularly when word of mouth, boomerang employees and referrals are so important.

Providing outplacement is KEY to maintaining a positive employer brand. Just think of being EXCITED to check your company's Glassdoor and Indeed reviews, rather than cringing. Offering outplacement tells your alumni, current AND future employees that you care about their outcomes and appreciate their contributions to the business. Remember, people do not simply fade into the night when they leave...they are still on social media and they will still have relationships with your current employees.

The benefits of outplacement are clear. One of the points we have found is that many HR professionals do not always make the case strongly enough at board level for providing outplacement services. There is more of an education process needed here. Also, when employment lawyers are used to negotiate settlement agreements on behalf of the departing employee they may not quickly consider the real benefit of including support for outplacement and build it into the agreement. On the earlier point about too much weight placed on securing another employed role we have increasingly helped many of our clients go on to become self-employed, move into consultancy or interim, set up their own business or develop a portfolio career.

I totally agree with this statement . Having run many outplacement programmes as Head of HR, it was valued highly by our employees. After I left my employers , I became an Outplacement Coach and heard this many times from the employees who came . Gave them hope when sometimes there was despair . Don’t think as an employer, it’s a waste of money as they are no longer your responsibility, it’s the opposite .

Providing outplacement services can boost morale among remaining employees by showing them that their employer values fairness, compassion, and support for all employees, regardless of their tenure or circumstances. This can enhance loyalty and trust in the organisation.

And, need I add, it's just the right thing to do. Providing outplacement services helps your displaced employees find work quicker, helping them ease their stress and anxiety. And, the good services can help your employees get back to work 60-75% faster than they would on their own. Being good to your people is just good business.

Providing outplacement support can help mitigate potential negative publicity or backlash associated with layoffs or workforce reductions. It demonstrates that your company is handling transitions responsibly and ethically, which can protect your reputation in the eyes of employees, customers, investors, and the broader community.

Outplacement may support around 75% of people being made redundant but the drive to reduce costs has made outplacement a less rewarding process. It's focus is narrow: to enable people to get another job asap but mainly if its doing 'more of the same'. In my experience, around 25% of the time, people want to do something completely different. We're all living longer, so the chance to retrain/do and learn something new is significant and I'm not convinced outplacement is meeting this need.

I agree that traditional outplacement often falls short, focusing on quick job placement rather than individual needs. In my experience, those facing redundancy seek to reinvent their careers but often don't get the support they need. I left the corporate HR world to address this gap, creating a holistic approach that prioritises well-being and career aspirations. I believe that the value of choice-driven outplacement, cannot be overstated. It has the potential to make a profound difference in people's lives, helping them to approach their career transitions with a sense of purpose. It's time for a shift where outplacement is seen as an opportunity for growth and transformation rather than a mere step in the process.

As Michael says, if, like so many HR initiatives, it is merely a "tick box" exerciuse, it is worse than useless. From personal experience, when I was made redundant, I rejected outplacement help, thinking I could do it myself. If I had use external help, then my approach to the situation could have been very much more positive and led to a different outcome. Done properly, outplacement is extremely valuable and can make a huge difference to people's live.

O outplacement, ao fornecer suporte e assistência aos funcionários que est?o passando por transi??es de carreira, demonstra um compromisso claro com o bem-estar dos colaboradores, aumentando assim a responsabilidade social corporativa da empresa. Além disso, o outplacement está alinhado com os princípios de ESG (Ambiental, Social e Governan?a), particularmente na dimens?o social, ao promover a equidade, a inclus?o e o desenvolvimento profissional dos funcionários. Ao investir no outplacement, as empresas podem fortalecer sua conex?o com as práticas de ESG, melhorando sua imagem perante stakeholders e atraindo investidores e clientes que valorizam organiza??es comprometidas com o desenvolvimento sustentável e a responsabilidade social.

Offering outplacement benefits demonstrates that your company cares about the well-being of its employees, even during difficult transitions. It shows that you value their contributions and want to support them in their career progression, even if it means leaving the company. In a competitive talent market, offering comprehensive outplacement benefits can differentiate your employer brand from other companies that may not provide similar support to departing employees. This can help attract and retain top talent who value organisations that prioritise employee welfare and career development.