Do’s and don’ts in outplacement

You come to the conclusion that one of your employees no longer fits within your organization (soon). Because of a reorganization or a mismatch between your employee and his or her position. As an HR professional, you come into the picture to handle the outplacement process. But where do you start? If you search on Google, you can’t see the forest for the trees. So many providers, so many options. In this article, I’ll show you what 5 pieces of advice we think you should absolutely consider if you’re going for results.

1. Click between employee and career coach
How important is it that there is a click between employee and career coach? In our view, very important. In fact, to get a good result, we discuss more than small talk. This requires a foundation of trust. This is also the reason we always offer our clients a no-obligation, no-cost intake meeting between employee and career coach first. Only when the click and trust is there on both sides will they start a journey together.

2. A customized path
Every person is different. We don’t believe in a one-size-fits-all solution. Based on the intake interview, we make a proposal for a customized program. Among other things, we coordinate this with the desired outcome of the course, the employee’s request for help and the departure situation. For some, a few additional coaching calls have added value, for others the use of a job searcher. And where one employee may need a job searcher to find a new job, another will figure it out on their own. For this reason, the investment also varies for each pathway.

3. Space for a future-proof choice
Outplacement is often a defining moment in a person’s career. The big trap? To get back to work as soon as possible. Of course, we also want to help you or your colleague get to work as soon as possible, but in a job that fits and is future-proof. Sometimes it takes some time to discover what fits. Then it is also important to really take that time. For example, in the case of discharge, we also spend time processing. Dismissal is a life event, an event that has substantial impact on a person’s life. You don’t step right over that. By providing space for processing, we then get the employee positively at the table with potential employers.

4. Attention to competencies as well as drives
Often tests and assessments ask about a person’s competencies. We recommend a match based on both competencies and motivations. In fact, drives go beyond competencies. It’s all about intrinsic motivation: what is really important to this employee? What does he or she get out of bed in the morning for? In conversations, we bring a person’s motivations to the surface. This is the only way we can put people in the right place. In fact, better understanding your motivations makes for better choices. An example: is your motivation to make people and the world better? Then the focus would be more on organizations that fit that well. So we pay a lot of attention to this, because ideally, 10 years from now, I would like to hear that someone is still in place! That it was a good choice for long term. An investment in the future.

5. Regular contact with immediate supervisors
Early on there are signs that may eventually lead to an outplacement process. In many organizations, there is a lot to be gained by taking preventive action. With some clients, we start an early labor market orientation program. Just to take a look at a person’s position in the job market and what it would take to take a follow-up step. How is that in your organization? As an HR professional, do you have visibility into the signs that something is not right? For example, due to difficulties in communication between supervisor and colleague. Ensure regular contact with supervisors so you know what is going on. And take early signals seriously. This is in the interest of the employee, but also in the interest of the employer (and his wallet). In the early stages, you can often still find a solution together in good harmony.

We are curious: what do you think is an absolute do or don’t in outplacement? We’d love to hear from you!

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