Personnel change processes are an everyday part of a constantly changing working world. Companies that want to be successful today must skillfully master this challenging task in the competition for the best talent. This includes not only filling new positions, but also separating employees. We see time and again that companies invest a lot in recruitment but often neglect the separation process. There are a number of clearly tangible reasons why this must also be part of the corporate strategy and should be well planned. Outplacement is an important instrument in severance management and usually also a standard component of a social plan.
Separation: What is outplacement?
Outplacement is a service for employees who have lost their job or will lose it in the foreseeable future and which helps them to quickly embark on a new career path. This can be a new job in the same or a different industry, retraining, retirement or starting a business. The cost of the service is covered by the employer, but it is usually provided by external, neutral experts who work directly with the employee on a confidential basis.
Typical procedure is:
Preparation: The employer contacts the outplacement counselor in advance, i.e. before the dismissal is announced. The counselor helps the employer to prepare for the separation and makes preliminary clarifications. This creates the conditions for successful outplacement counseling.
Initial consultation: The first meeting between the counselor and the employee usually takes place shortly after the dismissal has been announced. The aim of the meeting is to build trust and define the best support for the person concerned. It also helps the candidate to decide whether they would like to take advantage of outplacement.
Outplacement: The counselor and the coach begin the counseling process. The counseling usually includes the following components: Coping with the separation, determining where you stand, personal branding (including application documents, social media and application strategy, job search, contract conclusion and integration). Providers usually offer consulting packages that differ mainly in terms of duration and measures.
When employees leave the company, outplacement has great added value for both sides, for the employees concerned and for the company. Would you like to find out more? Then read the detailed WEKA Articles of our separation management expert Michael Hasler.
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