Outplacement: How to Keep Your Workforce Engaged After Redundancies

The process of redundancy can be tough for both the company and employees involved. As an HR director or manager, you may have to make difficult decisions that ultimately lead to downsizing and redundancy. Once the redundancy process is complete, maintaining a highly engaged workforce becomes a challenging task. That’s why outplacement is such a crucial aspect of the redundancy process. In this blog post, we’ll explore outplacement and its benefits as a tool to help keep your workforce engaged following redundancies.

  1. What is Outplacement?

Outplacement is the provision of support made available to employees who have been made redundant by their employer. It provides support in managing job loss as well as career guidance and job search support. While outplacement programmes differ in their support offering, it is usually delivered by a team of professionals who specialise in career counselling and job market dynamics. The support is typically provided for a fixed period of time, ranging from a few months up to a year.

  1. Benefits of Outplacement

Outplacement offers benefits to both the redundant employee and the employer. For the employee, it helps ease the stress of job loss by providing career counselling and practical advice on how to find new job opportunities. This, in turn, helps employees land new job opportunities quickly, maintaining their financial stability.

For the employer, outplacement supports the overall redundancy process. When employees feel that their wellbeing is being addressed, they are less likely to experience negative emotions that result in disengagement or interfere with their professional relationships. This can lead to a more engaged workforce overall, increasing productivity and commitment within the broader organisation.

  1. Outplacement as a Retention Tool

Implementing an outplacement programme sends a positive signal to employees that their employer is committed to their career wellbeing, even during redundancy. This sends a message that employees are valued beyond their position, which adds value to the company and supports ongoing employee engagement. This positioning of outplacement as a retention tool also supports attraction, retention, and development within an organisation, building and maintaining a strong employer brand.

  1. The Role of HR in Outplacement

HR managers play a vital role in implementing outplacement successfully. They need to communicate the value of an outplacement programme consistently, track the programme’s progress, and ensure that the programme meets the employee’s professional needs. Additionally, HR managers ensure that all employees are aware of the programme’s benefits while setting up the programme’s processes and assisting employees where needed.

  1. Choosing the Right Provider

Choosing the right outplacement provider to help implement the programme is essential. Pick a provider that understands your organisation’s culture, who aligns with your company values and has a track record of delivering successful outcomes. Look for providers that are supported by a unique coaching matching service, offer practical advice and a broad range of services, including career counselling and job search support.

Redundancy can be a challenging period for both employer and employee. However, outplacement can be a valuable tool to support a redundant employee’s career progress while maintaining an engaged workforce. HR managers should prioritise the implementation of outplacement as a retention tool, committing to employee wellbeing and career progression throughout the redundancy process. By choosing a provider with a track record of success that understands your organisation’s culture, HR managers can ensure that their outplacement programme helps retain and attract talent while supporting a more engaged and motivated workforce.

Get in touch with INTOO today to see how we can support you with our unique outplacement services.