Five reasons your company should invest in outplacement services
As a part of the normal ups and downs of any business, most companies have to undertake layoffs or business restructuring at some point, and have to let go of some promising employees. While you may not be planning to let your key employees depart, you still need to prepare for the possibility of a strategic plan that includes taking care of those employees you must let go.
Investing in your employees at all stages of the employment cycle will help you to build advocates who will become your biggest assets for recruiting once you begin to experience an uptick in business growth. Creating a company culture and reputation as an employer who cares can result in an improvement in overall productivity and bottom line results.
Partnering with an external consulting service, such as a contemporary outplacement provider, is one way to begin building the long-term rapport with your future, current, and past employees that will help your organization traverse the uneven employment journey of your employees whilst maintaining your brand imagery in the market.
That said, here are 5 reasons why you should consider investing in outplacement services.
– Brings more maturity in making (employment and business) decisions. Knowing what monetary compensation, notification, benefits and outplacement options to offer to employees helps companies to positively impact employee relations and the brand’s reputation. In an employment environment that is growing more focused on the employer brand and workplace culture, organisations are finding it’s in their best interest, and the best interest of their employees, to offer severance packages that include outplacement services to transitioning employees. By offering competitive severance and outplacement, companies are investing in their own futures by projecting a positive employer brand to employees, future talent, customers, and prospects.
– Serves as your company’s strategic messenger. Letting your employees know that their position is being eliminated is one of the most difficult responsibilities and can lead to a poor employer brand as well as a loss of productivity from remaining employees. This is where outplacement firms can provide added value.
Through management notification training services, these service providers will craft your communication and prepare the top management to deliver those difficult notifications. Partnering with an outplacement provider ensures that your executives receive the support they need to deliver such messages in a fair yet agreeable manner, resulting in a smoother notification event and future productivity.
– Builds a strong employer brand. Your brand hinges on how astutely you carve your public relations activities in the context of showcasing your company’s culture, hiring and retention best practices – and above all — how you solidify your company’s thought leadership through employee advocacy. To help you build a strong employer brand, outplacement firms don’t just provide support to departed employees with career coaching, customized job leads, transfer options, and resume writing, they also help to secure your company’s reputation.
Showing you are an employer who cares by providing outplacement services is a proven strategy to attract high-calibre job candidates and retain existing employees. Outplacement support helps your company in ‘touting’ not just the current contentment of your employees, but also delivers a promise to create a culture that takes care of employees, even past their tenure with your company.
– Better employee relationships. Your employees are your best brand advocates. Creating an atmosphere of trust, transparency and empathy will keep them endorsing your products, services and workplace culture. When employees are let go, through no fault of their own, the remaining employees can become suspicious and anxious. When they see that their friends and peers are taken care of, given the support they need, and landing a new job quickly, surviving employees return to productivity and talk about the company in a positive way. These employees will tend to remain loyal to a company that they know has their best interests at heart, creating a work atmosphere that promotes innovation and excellence.
– Makes the employees’ career transition easier. Although layoffs may be a normal part of business operations, they are rarely a normal part of the employee’s life. As soon as the notification is made, transitioning employees begin to worry about their financial future and their ability to support themselves and their families. Through a responsive outplacement model, employees can get started on the path to their new careers immediately upon being notified. Through a network of career coaches, transitioning employees are paired with a coach that best matches their experience, professional level, and industry knowledge.
– Through virtual coaching, job seekers can determine when and where they get their coaching, and are free to get answers to questions as they come up and get advice as needed. Within a few days of termination, transitioning employees have a resume written by a professional resume writer as well as job leads customised to their preferences and job experience. On the other hand, letting employees go without any guidance or support to find a new job fast will make the departure more stressful and potentially more damaging to the employer brand.
In conclusion, it’s crucial to involve a contemporary outplacement firm as your strategic career transition partner. Find a provider who understands the intricacies of the dynamic employment scenario and can align with your company’s business goals.
The article is authored by Joel Paul, director of operations, RiseSmart India.
*content by velvetjobs with representative image
Investing in your employees at all stages of the employment cycle will help you to build advocates who will become your biggest assets for recruiting once you begin to experience an uptick in business growth. Creating a company culture and reputation as an employer who cares can result in an improvement in overall productivity and bottom line results.
Partnering with an external consulting service, such as a contemporary outplacement provider, is one way to begin building the long-term rapport with your future, current, and past employees that will help your organization traverse the uneven employment journey of your employees whilst maintaining your brand imagery in the market.
That said, here are 5 reasons why you should consider investing in outplacement services.
– Brings more maturity in making (employment and business) decisions. Knowing what monetary compensation, notification, benefits and outplacement options to offer to employees helps companies to positively impact employee relations and the brand’s reputation. In an employment environment that is growing more focused on the employer brand and workplace culture, organisations are finding it’s in their best interest, and the best interest of their employees, to offer severance packages that include outplacement services to transitioning employees. By offering competitive severance and outplacement, companies are investing in their own futures by projecting a positive employer brand to employees, future talent, customers, and prospects.
– Serves as your company’s strategic messenger. Letting your employees know that their position is being eliminated is one of the most difficult responsibilities and can lead to a poor employer brand as well as a loss of productivity from remaining employees. This is where outplacement firms can provide added value.
Through management notification training services, these service providers will craft your communication and prepare the top management to deliver those difficult notifications. Partnering with an outplacement provider ensures that your executives receive the support they need to deliver such messages in a fair yet agreeable manner, resulting in a smoother notification event and future productivity.
– Builds a strong employer brand. Your brand hinges on how astutely you carve your public relations activities in the context of showcasing your company’s culture, hiring and retention best practices – and above all — how you solidify your company’s thought leadership through employee advocacy. To help you build a strong employer brand, outplacement firms don’t just provide support to departed employees with career coaching, customized job leads, transfer options, and resume writing, they also help to secure your company’s reputation.
Showing you are an employer who cares by providing outplacement services is a proven strategy to attract high-calibre job candidates and retain existing employees. Outplacement support helps your company in ‘touting’ not just the current contentment of your employees, but also delivers a promise to create a culture that takes care of employees, even past their tenure with your company.
– Better employee relationships. Your employees are your best brand advocates. Creating an atmosphere of trust, transparency and empathy will keep them endorsing your products, services and workplace culture. When employees are let go, through no fault of their own, the remaining employees can become suspicious and anxious. When they see that their friends and peers are taken care of, given the support they need, and landing a new job quickly, surviving employees return to productivity and talk about the company in a positive way. These employees will tend to remain loyal to a company that they know has their best interests at heart, creating a work atmosphere that promotes innovation and excellence.
– Makes the employees’ career transition easier. Although layoffs may be a normal part of business operations, they are rarely a normal part of the employee’s life. As soon as the notification is made, transitioning employees begin to worry about their financial future and their ability to support themselves and their families. Through a responsive outplacement model, employees can get started on the path to their new careers immediately upon being notified. Through a network of career coaches, transitioning employees are paired with a coach that best matches their experience, professional level, and industry knowledge.
– Through virtual coaching, job seekers can determine when and where they get their coaching, and are free to get answers to questions as they come up and get advice as needed. Within a few days of termination, transitioning employees have a resume written by a professional resume writer as well as job leads customised to their preferences and job experience. On the other hand, letting employees go without any guidance or support to find a new job fast will make the departure more stressful and potentially more damaging to the employer brand.
In conclusion, it’s crucial to involve a contemporary outplacement firm as your strategic career transition partner. Find a provider who understands the intricacies of the dynamic employment scenario and can align with your company’s business goals.
The article is authored by Joel Paul, director of operations, RiseSmart India.
*content by velvetjobs with representative image
Posted by Silver People
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