four opportunities
to drive business
value by supporting
departing employees
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Employee departures are a natural part of
business. Large-scale restructuring or downsizing
may draw attention to this difficult process,
but the exit of even one employee can have
significant implications. The words, tweets and
posts of a departing employee can influence a
company's reputation, with a ripple effect on
recruiting capability, compensation levels and the
productivity of current employees. The post-
employment experience also influences the risk
of wrongful-dismissal lawsuits and the company's
future unemployment insurance tax burden.
With this in mind, outplacement support is now
recognized as much more than a perk for high-
level departing employees; it is becoming an
integral part of best-practice employee lifecycle
management for all levels of talent. By providing
support to help a departing employee secure a
new position, a company can turn the negatives
of involuntary employee departure into a positive
career transition experience.
As with any talent solution, however, the quality
and impact of an outplacement strategy is directly
related to the breadth and depth of support
provided. Effective outplacement support must
encompass several key ingredients for an effective
career transition, including industry relationships,
market and job search expertise, tools and
technologies and job-coach mentorship.
Considering the roles of risk, cost and reputation
in shaping the direction of a company, the case
for a strategic approach to outplacement is
compelling. The business value of outplacement
support stems from four key areas of opportunity.
"...outplacement support is now
recognized as much more than
a perk for high-level departing
employees; it is becoming an
integral part of best-practice
employee lifecycle management
of current employees."
