Outplacement providers are booming at the moment. For organizations that are downsizing there is an array of outplacement firms to choose from, that vary in size, quality and success.
Traditionally outplacement providers have offered a McDonalds approach to outplacement, whereby there are a few programs on offer to the employer to select from. There are generally done according to the seniority of those being retrenched. An administrator may receive a one month program with the basics, whilst an executive receives the full suite, 6 months support, an office, training and so on. Regardless, the approach in the past has been fairly generic with some group activities and maybe some one-on-one with a career coach. Some providers focus on putting the retrenched staff member through a battery of online tests and assessments – a transactional approach to outplacement to say the least!
Increasingly retrenched executives and senior professionals are experiencing diminished value from generic outplacement providers and are sourcing the alternative services of a career coach who can offer them a one-on-one program bespoke outplacement program. They more often than not need someone to engage with in the capacity of coach or counselor who will design a program around their needs, be it around personal branding, negotiation, networking and so on.
If your organization is looking to engage an outplacement provider it is worth also considering smaller providers who can offer your retrenched employees a bespoke outplacement service, particularly for your executive and senior professional staff. It is also recommended that you consider asking your retrenched staff, if they have a preference for the type of outplacement service offered. Some organizations are starting to provide retrenched staff with an outplacement budget in which they can select the right service for them. Often these are more cost effective than the traditional outplacement programs and generate far better results for the retrenched employee, which is ultimately the point of outplacement.
Share your views on outplacement, who is good, what approach works best and so on.
One Comment
Kelly, I share your views re the need for a flexible and personalised approach. We have some experience in this area and in search and Human Resources generally.
We find coaching is the key to success in outplacement along with a forward thinking (rather than backward recording) approach.
Accessing the passion within individuals, providing critical support, targeted research (and showing them what to do), giving them confidence to go forward and much needed resilience in dealing with knock backs is much more important than transactional assessments and fully fitted out work stations.
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[...] Bespoke Support makes each transition support tailored to the unique needs of the individual through a series of one-on-one sessions provided by a veteran career coach with usually no less than 10 years experience in the profession. Following an initial diagnostic meeting a quotation is submitted to the client employer anticipating the funding required for the intensive coaching to follow and the measurement method by which the support may be regarded as concluded. An employer may provide a bespoke service to a departing employee with special needs or who has earned merit for a premium service due to circumstances of their employ. [...]
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