As we’ve covered in various articles and blogs, outplacement was born in a very different world to the one it exists in today. The 1950’s outplacement was all about having somewhere to go, someone to speak to and to reduce the stigma that surrounded redundancy. The modern world has evolved and outplacement with it. However, there are some perceptions that remain, and we’re on a mission to change these.
1. Delegates want to travel to offices – technology has made most aspects of life easier, quicker and more convenient. Just as you wouldn’t go into your local town to rent a DVD from Blockbuster anymore, delegates shouldn’t have to travel to an office to meet their coach. An hours meeting could easily take up half a day when travel time is added, and that’s without mentioning the cost of travel. In our experience, delegates are more than happy to meet their coaches at a location closer to home or via video conferencing. This saves them money and time. In fact, we closed our last office in 2016, giving our coaches and delegates the freedom and flexibility to meet at locations that work for them.
2. Outplacement is only for executives – yes, originally it was a service mainly offered to those more senior staff members, as the assumption was, they had a longer tenure with the company and were therefore owed more by them. But with jobs for life a thing of the past and the average employee spending just 4 years with an employer before moving on. This is very outdated thinking. Employees of all levels contribute to an organisation, and with the increase in employer review sites such as Glassdoor, it’s very quick and easy for reputations to be damaged.
3. The young don’t need outplacement – millennials tend to job hop, in fact, according to research by Deloitte, nearly half of them are planning on changing jobs in the next 2 years. If they change jobs that regularly they won’t need outplacement help right? Wrong. Choosing to find a new job and being made redundant are very different things and everyone regardless of age needs support. While they may be more adept at using technology, nobody is an expert in all elements of job-seeking such as CV writing, interview skills, how to build a network and use it.
4. Cash is King – offering a cash alternative to outplacement support might initially seem like a good idea. Helping with any financial issues due to lack of income. However, it is a very short-sighted approach. The cash will quickly run out, however, the support offered by outplacement can span many months and help employees secure a role more quickly and therefore reduce the financial burden. Offering cash would just add a false sense of financial security and not help your employees in the long-term.
Times have changed, and we’ve evolved our approach to outplacement to match these changes. The advancement and integration of technology into our everyday lives isn’t going to change, in fact, it’s bound to speed up. If you want to offer your staff an outplacement service that is fit for the modern world of work, you need to look for one that isn’t stuck in the past and has debunked these outplacement myths.
‘Changing the perceptions of outplacement……’ was written by Frances Foster, Content & Journey Manager, Chiumento Ltd. If you like what you’ve read why not follow us on LinkedIn and Twitter and read all our future careers advice and musings on the world of work.