Choosing an Outplacement Provider

Choosing an outplacement provider can seem like a daunting prospect – and often needs to be done in a hurry. You’ve got to find someone who can deal with all levels of people from junior executives to senior managers and someone with some knowledge of your business and sector. If you engage a provider right at the start of the consultation process you’re less likely to experience problems later on, and can get their guidance in handling sensitive issues and staff who react badly.

Unfortunately lots of companies don’t handle redundancies and downsizing very well and are poor in communicating with the people involved. Making someone redundant is not something that anyone enjoys doing. In these circumstances, having a neutral and experienced provider to offer a bit of guidance and support can be a big help. Lots of HR people are quite rightly terrified of being taken to an employment tribunal, and we understand that job cuts need to be carefully thought through.

Redundancies can affect existing staff just as much as those who are leaving. You’ve got to leave a good impression. Some people have worked for the business for many years and have been loyal and committed employees. Others may have been enticed away from other jobs and are now in a role that is now being made redundant. In these sorts of cases, it’s really important to handle employees with sensitivity and give them the right career guidance and job-hunting help to find another suitable role.

We have six main consultants with experience in a number of different industries, such as law, banking and publishing and we offer expertise in lots of different areas in the form of one to one counselling & coaching sessions or small group workshops.