Specialists in career transition
It is now generally accepted that individuals derive many benefits from outplacement services. What is more difficult to quantify is the tangible benefit to the organisation that underwrites the programme. Reasons to offer outplacement services which support the business case for doing so are:
Being true to the organisational values
- In most organisations there is reference to treating people with respect and dignity in the core values. Offering outplacement services is a clear demonstration of upholding that value.
- It is important to all concerned that the organisation displays the ‘human’ touch in these circumstances. Nearly 80% of HR Managers report that the key reason for offering outplacement is overwhelmingly due to genuine concern for the employee.
Maintaining the company image and brand
- The corporate ‘conscience’ is on display when restructure and redundancy is happening. It is generally played out in the public arena with much community and media scrutiny.
- Organisations providing outplacement services experienced a 78% improvement in their public image.
- Nearly 80% of HR professionals in a UK survey believed an organisation’s reputation can be improved if offering outplacement services.
- More than 50% felt that it aided in being seen as an ‘Employer of Choice’.
Reduce the stress for everyone involved from managers, business owners and individuals
- No-one likes to deliver the redundancy message; therefore it’s important that managers know the organisation they are representing is ‘doing the right thing’ and supporting them to deliver the tough message in good faith.
- Nearly 70% of line managers reported a reduction in stress and workload when contracting to an outplacement provider.
Preserves and even improves staff morale and retention
- It’s a commonly held view that up to 25% of top performers will leave within 90 days of a major change in an organisation.
- The provision of outplacement support helps the employer to retain and motivate ‘survivors’.
- Remaining employees are much less likely to leave and often perform better if they see their colleagues being treated fairly and the organisation operating with integrity.
References: Australian Outplacement Review, Choice Career Services (2012); Australian Institute of Management, Management Today (2008); US Center for Organizational Research (2002); Reed Consulting, UK (2008); Corporate Leadership Council UK (2004)