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What should I include in the Outplacement program for my business?

Home » Human Resources » Outplacement » What should I include in the Outplacement program for my business?

Whether you retain an outplacement consultant, or instead choose to develop and administer your own outplacement program, there are several things you should include in any plan for outplacement:


  • Flexibility: This is less of a concern in a small business, but in any relatively large business it’s probable that you’ll want a plan that meets the different needs of various employees – entry-level, middle-management or high-level management. The needs and expectations of those employees will almost certainly differ, so your plan should include provisions that accommodate all employee classes.
  • Timely identification of at-risk employees: However you choose to administer it, the outplacement process will enjoy greater success if your former employees don’t face a lengthy wait after termination. Your program should, consequently, include a process for the identification of at-risk employees and collection of the data required for the immediate commencement of outplacement services. In the event that you determine that termination is, in fact, necessary, your former employee will then receive outplacement help without delay.
  • Provisions for genuine aid: It’s completely understandable that you may wish to spend more money on a top-level manager’s outplacement program than on a program for your entry-level employees. However, keep in mind that your outplacement program is only effective if it actually helps your former employees in some way. In fact, an employee whose outplacement program included nothing more than an impersonal, unhelpful general seminar might find that program more distasteful than a simple firing. Although each business must make its own decisions about the depth of its outplacement program, some individual help (resume and marketing plan preparation, for example), even of short duration, could make a significant difference in your former employee’s opinion of your company.



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