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The First 48 Hours: Is Your Outplacement Program Up to the Challenge?

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The first 48 hours after an employee is let go is the make-or-break time for any outplacement program and often directly ties back to the success of that individual’s subsequent job search efforts.

 

During those early days, exiting employees make a crucial decision. They can either choose to engage with outplacement and look forward to the next phase of their careers or look backwards at their former employer with frustration and often anger. That choice can have has serious repercussions for the organization, for while you can cut professional ties with an employee, you can’t sever their personal relationships with others in the workforce. How the separated employee perceives the termination can have a ripple effect across the organization, affecting morale, engagement, performance, recruitment and retention. In short, your employment brand.

 

Ensuring that “the first 48” are as positive as possible is significantly influenced by how you choose to exit the individual, the available notification support and manager coaching provided by your outplacement partner, and the quality and scope of outplacement services you provide. Right Management recently conducted a global research study to understand Why Organizations Rely on Outplacement. With input from more than 1,700 business leaders and HR professionals in 10 countries, the report reveals how organizations structure their outplacement programs and the services they utilize most.

 

One finding that speaks directly to this issue is the high value placed on personalized coaching for exiting employees. According to the study, 87% of buyers of outplacement services rank individual one-on-one coaching as the most important service they offer for workforce transition.  Previous Right Management studies have consistently shown that the individuals also value one-to-one coaching more than any other aspect of services delivered, with an average ranking of 4.00 on a scale of 1 to 5.

 

What resources does your company have in place to ensure that departing employees receive individualized support as they cope with the stress and uncertainty of transition, especially in the critical early days? Is this support coupled with job search tools to help individuals gain traction in the job market and get back on their feet emotionally? And how are those services communicated to the rest of the workforce in order to maintain productivity and protect your valuable employer brand?

 

To learn how other companies are addressing these and other challenges, I encourage you to download our global report on outplacement trends. Right-sizing is a fact of life these days and whether that involves one or one hundred employees, prudent leaders recognize that doing it right is a smart business decision not to mention a social and fiduciary responsibility.

 

 


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