Workforce Reduction. Do you have a plan?

There is a better way to smooth the process of separating employees – through Outplacement. As part of your overall talent strategy, Outplacement provides structure and a defined support process to the termination plan recognizing your organization as an “employer of choice” in how you manage recruitment and terminations to align people with your business needs. Everyone involved in a job transition benefits from Outplacement. With Outplacement, you can:

•Minimize the chance of litigation and other negative actions
•Provide a structured and personal approach to the separation event, reducing job search duration
•Help employees get back to work, successfully
•Reduce HR time investment in planning, actual separation, and post-separation follow-up
•Reduce the stress of managers involved in the separation event
•Preserve your company’s reputation by fulfilling social responsibility and moral obligation
•Improve productivity from maintaining the good will of remaining staff and the separated employees who may return as a consultant, contractor, or customer
•Strengthen your company’s brand and positive perception for consumers and investors, impacting employee retention and future hiring
•Maintain the morale and productivity of remaining employees including top performers
Justifying the Expense of Outplacement
  • Outplacement nurtures goodwill for remaining employees to maintain productivity and morale. Outplacement helps reduce the possibility of retaliation litigation. Even if a law suit is completely unfounded, it could cost a company $100,000-plus to defend itself.
  • Outplacement, when done properly, keeps people forward-focused, processing positive thoughts, and occupies their time resulting in less likelihood to sue. Outplacement shortens the length of a job search reducing Unemployment Compensation liability, and reduces the possibility of workplace violence.
  • Used to its fullest potential, Outplacement reduces HR time investment in the planning stage, the actual termination process, and potentially messy follow-up.
How does Outplacement Work?
  • Outplacement works most effectively when: The employer contacts the Outplacement consultant in the termination planning stage, and Outplacement begins immediately at the time of termination. The Outplacement consultant is onsite and meets the separated employee right after the termination meeting. The employee can be taken immediately to the Outplacement office.
  • Not only will the candidate have a safer drive home, they will already know what to tell their significant other when they get home. They also know what they are going to be doing the next day and will have assignments to keep them busy until then. The candidate will have already somewhat “bonded” with the Outplacement consultant and will be more likely to use our services.
  • The employer will receive a communication and an invoice from the Outplacement consultant when the person officially begins the program. The sponsoring employer can request regular updates, generally limited to candidate status. And, when the candidate is placed with a new company, the employer will be notified.

If you are undergoing a reduction in force, please contact us today. We can help.

 

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