Different approaches to outplacement: your choices explained

Approaches to outplacement

It’s encouraging to see that many UK companies are beginning to realise the importance of outplacement support services. Workplace restructuring can sometimes prove unavoidable and in many instances this leads to enforced redundancies. For that reason, UK businesses turn to outplacement support to help redundant employees face their career transition with confidence and optimism - not only does outplacement help employees to move on, it can also help to retain your company’s reputation during trying times. There are, however, numerous approaches to outplacement that can affect the support your employees receive. Take a look at our brief guide and learn to recognise the differences approaches to outplacement in future.

Group support

As you would no doubt expect, group outplacement support involves offering advice and training to a number of individuals all at once. Some people find that they benefit from a group environment where they can share their problems and realise that they aren’t alone, although naturally the career coach in charge of the session will have to share their time amongst the group. It could be argued that in a group environment, individual job seekers don’t receive the tailored support they need.

One-to-one support

A more intimate, one-to-one approach to outplacement support is our preferred method here at Renovo. We feel that in a one-to-one environment your employees will be able to better confront the employment challenges ahead of them and benefit from tailored, case-specific support. While they may lack the unity of a group environment, they will no doubt appreciate the more personal touch of the one-on-one environment.

Face-to-face support

Face to face support is still, undoubtedly, a great way to provide personalised support, build a strong relationship of trust between your employee and their career coach and where budget allows, this is still the preferred option for many organisations providing support for senior staff. However, face-to-face can be less flexible than other forms of support, making it difficult for employees to access help on a timely basis.  It also carries logistical complications for both the employee and the organisation, which also impacts costs and resources. It may be worth considering securing a small amount of face-to-face support at the start of a programme, followed up by more flexible remote coaching after that point.

Remote or virtual support

By contrast, remote an outplacement type service allow individuals to experience support via email, mobile or Skype contact. While it perhaps lacks the intimacy of a face-to-face meeting, remote outplacement support allows users to contact their career coaches on their terms, whenever they need their help or guidance. We find this flexible approach to outplacement is more effective and practical for many of our clients and often provides a more cost-effective means of delivering individualised, personal support.

Practical or emotional support?

There is an argument that outplacement services should only focus on the practical aspects of redundancy, such as finding a new position and budgeting effectively. We believe, however, that the emotional aspects of the process are equally important. Redundancy can significantly affect your employees’ confidence and peace of mind, and we believe that helping to rebuild this confidence is integral to the outplacement process.

Now that you know how the various approaches to outplacement differ, it’s time to select the right one for your company. If you like the sound of our approach to outplacement support, why not contact us today and find out how our services could help?

Renovo is one of the UK’s leading providers of outplacement and career transition support. We work with both organisations and individuals to support all their career transition requirements. If you would like to understand how Renovo can help you please call 0800 612 2011 or email info@renovo.co.uk