It is really important to put Executive Outplacement into the right context. Obviously it is good to “do the right thing” and support individuals with this difficult transition, but it is also extremely important to the business how it handles redundancy situations.
Re-organisation survivors
Those being made redundant may well still have important roles to fulfil for a period of time. Additionally, the performance of those not being made redundant will be significantly affected by the demeanour and attitude of the leavers. Over the longer term, the employer brand of the company will be significantly influenced by how it treats it staff in difficult times. There is no shame for an employer to make redundancies – every single employer has to do this at some point, but the manner in which it is done will be remembered and built into thinking and productivity of future employees.
I pride myself in offering a highly tailored Executive Coaching-based approach to outplacement. This applies to both those who depart and those who remain. I don’t offer leather-bound folders, a library of information and an empty office; I give in-depth, one to one support to add the best value to each individual.
Outplacement leavers
I have helped individuals into immediate alternative employment. I have helped others to set up their own businesses and new ventures. Whatever the individual needs, clear thinking is required. An outgoing employee needs to be clear what their skills are. They need to be clear what the market will think of those skills. Above all, they need to be clear what will be required in their new role. Different organisations can have very different expectations from similar roles, and being self employed is not the “be-your-own-boss” dream that many would like to think.
Call me on 07730 700258 to discuss how to best approach your outplacement needs.