April 2007
Many
organizations bundle outplacement services
into a comprehensive severance agreement to
encourage signing the separation package. Does
this really work? Outplacement is the one
severance benefit least tied to the employee's
past and most tied to the employee's future.
Our client organizations are finding more
benefit in unbundling the outplacement
provision and offering it immediately upon
termination, and here's why:
§ A
bundled outplacement program rarely
accelerates the signing of a separation
package. Terminated staff who have problems or concerns
with the package being offered are not usually
dissuaded by the prospect of gaining
outplacement. The emotions and reactions to
termination keep the employee focused on
resolving the past rather than looking to the
future.
§ Engaging
in outplacement does focus employees on the
future sooner. Our experience suggests that less than 1%
of outplacement clients engage in litigation
regarding a termination. The reason is simple.
Processing this experience with a concerned
coach instead of a lawyer goes a long way in
liberating the client from the transitory
loss, resentment and anxiety associated with
being terminated.
§ Demonstrating
good will in the midst of a difficult
departure. Even
a well-managed termination event can leave an
employee feeling unwanted and undervalued.
Outplacement demonstrates a positive intention
and sends a powerful statement of value to
both the impacted employee and staff who
remain. Word of mouth expressions of
appreciation from departed staff, for the
outplacement assistance received, reflect
favorably on the organization.
§ Avoiding
job search missteps due to uncertainty and
impatience. The days or weeks spent in getting a
separation package signed are often spent
launching an employment search. Clients can burn valuable time and
relational equity in well intentioned but
premature activity. Immediate access to an outplacement
consultant can bring valuable perspective and
market insight to balance out a client's
initial instincts regarding the work of job
transition.
¨¨¨¨¨
Best in class organizations are on the lookout for talent management practices that add value to both the organization and staff. This may be the reason why giving outplacement "anyway" is surfacing more and more with our client organizations. It makes good sense and good business.
Call us, we can help.
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