Investing in outplacement support can help you protect your business and brand.
Because a good ending is as important as a good beginning.
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Outplacement is the assistance organisations can offer employees who are going through transitions in their careers, usually due to redundancy, reorganisation, merger or acquisition.
Support may be practical or emotional and is designed to help individuals consider their options and take the best course of action.
It also allows organisations to fully support those going through change whilst focussing on day-to-day operations.
In any business, building good employee relationships is vital to success however; a good ending is just as important as a good beginning. Just like a good book, you don’t want be let down and disappointed by a poor ending – the same is true about an employement relationship.
Exceptional outplacement is all about doing the right thing.
Business change is inevitable and employees are likely to have experienced this at some stage in their careers, but the key to doing it successfully is to handle it sensitively.
By balancing the needs of both the business and the individuals, you can help those transitioning to leave with a positive memory of their role and of the support provided by the business as they move into their next role or chapter of life.
Investing in outplacement support can therefore help protect business reputation and brand as it reduces the risk that leavers will resort to legal action and sends a positive message to those who remain in employment. The people who leave you may well become advocates or customers of your business in the future.
Where groups of people of a similar level or role type are impacted it is often beneficial to provide Outplacement workshops. The employees benefit from sharing ideas and from understanding other peoples emotions. The employer benefits from cost efficiencies and from having scheduled events, minimising impact on the work day.
Where few individuals are impacted, people are of significantly different role levels, or they are widely dispersed geographically a one to one approach is usually adopted.
This approach is also utilised for individual settlement agreements and for senior level roles.
Frequently a hybrid approach is used, with some workshops, perhaps in the morning, followed by one to one sessions in the afternoon.
The package of support that we design for you is completely tailored to provide the most effective and successful results within time and budget constraints.
But don't just take our word for it, have a look at what our customers say about us:
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