Timing Outplacement Effectively

As the old saying goes; “Timing is everything” and that’s certainly true when it comes to ensuring the effective delivery of outplacement support for employees.

There are numerous time-bound processes which are key to the management of a successful outplacement project; identifying a suitable provider, selecting a framework of support for employees and communicating to those who are impacted are all crucial steps. As important however, and often one of the trickier decisions, is determining the optimal time to open up access to the support itself.

With that in mind, here are some key things to consider when planning the timely delivery of outplacement support.  

Supporting Redeployment Opportunities

Many change projects (particularly those which are larger in scale), include an initial competitive internal recruitment process before redundancies and exits are confirmed, to fill roles and where possible to match employees to vacant internal opportunities. If that’s the case, then it’s worth switching on support to help employees with internal job search processes as well. Career Coaching and guidance can be just as valuable when it comes to expressions of interest, internal applications/CVs and preparing for internal interviews as it can be for external job search processes.

Considering Notice Periods & Leave Dates

Another key consideration is planning appropriately in relation to employee leave dates and notice periods. Whilst the assumption may be to allow employees access to support only once they’ve exited the organisation, providing help before they leave can provide added reassurance and peace of mind as well as the opportunity to make some initial progress on key job search topics, before they enter the job market on a full-time basis.

Managing The Handover Process & Retaining Staff

Whilst it’s often very beneficial to offer some flexibility to allow staff access to career transition support before they leave, it’s also crucial to consider the knowledge transfer process and how long you will need to retain employees for to ensure tasks are completed properly. Opening up support too far in advance, runs the risk of employees exiting earlier than planned and leaving projects incomplete, with insufficient handovers having been delivered. A good outplacement provider will be able to help you get the balance right.

Recognising Executive Challenges

The job search requirements of your employees will vary markedly, depending upon their circumstances, role type and in particular, their seniority. Experience shows that at the Executive level, the time to resettlement is on average longer than it is for more junior roles. This can be attributed to a few factors but in particular, the notion that there are typically fewer roles at the more senior level and the job search process can often be more nuanced and complicated. There are also a range of alternative career paths which often present themselves for Executives; Non-Executive Directorships (NEDs), Portfolio Careers and Consultancy opportunities – to name a few. If you’re looking to provide outplacement support to your Senior Leaders, then offering them additional time to begin the carer transition process and opening up access to support earlier, is often helpful.

Predetermining Outcomes too Readily

Whilst most employees will welcome the idea that they have access to support in advance of their agreed leave date, it’s also crucial that offering outplacement isn’t seen to be predetermining outcomes before the consultation process has concluded. Consider whether it’s better to offer Career Coaching once the consultation process is complete and exits have been confirmed.

Renovo is the UK’s leading specialist provider of outplacement 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 email info@renovo.co.uk or call 01904 615150.