The “human side” of outplacement services considers emotional support, personalized attention, dignity, resilience building, career redirection, and long-term success. These are necessary for anyone impacted by termination.
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Published in Municipal World – May 2025
Written by Kelly Bidon, BA (Sociology), RRP, RTWDM, is an Employment Coach and Program Manager with Agilec
Job shifts are inevitable; however, it is part of an employer’s responsibility to take care of their departing staff. Whether it is a result of downsizing, reducing operational costs, termination due to poor performance, or merger/acquisition, supporting staff transition is a “human” consideration.
You might ask, “Why should we invest in helping people who will no longer be a part of our organization?” This is the very human side of business, and the very human side of outplacement services.
No one is ever safe from being impacted by company restructuring, terminations due to performance issues, or difficult business decisions. Outplacement services provide the employer the opportunity to treat a departing employee with dignity and respect and to show their contribution has been valued throughout their employment.
We cannot always anticipate when a merger or acquisition will impact our ability to maintain employment – whatever the size of the organization or the employee’s level of expertise. However, when outplacement is part of the offboarding process, most people will feel part of an employee-centric culture, which is an acknowledgement of their professional contributions and ultimately confirm the feeling of being valued.
Even with the possibility of termination, providing outplacement will allow the impacted employees feel more supported by the organization – a place where they contributed considerable time and attention. They will be prouder to be a part of the organization and, ultimately, become an ongoing ambassador of your product, service, or brand.
The Employee Perspective
From the employee perspective, many of us tie a big part of our identity to our job and/or employer. When we meet someone for the first time in a personal or professional interaction, we are often asking or being asked, “What do you do?” A sudden job loss can be disorienting – we must redefine a big part of our identity.
Being terminated ranks as one of the top five most stressful experiences in a person’s life. It is a combination of the financial impact of termination and feeling overwhelmed in regard to implementing next steps. Regardless of the reason, it is hard for those affected by termination to feel optimistic about their employment future.
Employees spend as much time at work as they do at home. A change to their employment situation can have a significant impact on their life. This is an opportunity to acknowledge the significant investment they have made to the organization by providing much-needed support and guidance at a time of vulnerability and uncertainty.
Through coaching and job development planning, outplacement services offer help with finding new purpose or career direction, which plays a crucial role in reorienting individuals.
This level of support demonstrates that this is a company that cares. It reinforces a positive brand image and affirms that you value the people who work for you. Employees can feel secure in the knowledge that if a transition is necessary, you will be there to support them.
Benefits of Outplacement Services
Providing outplacement services shows people that you care about their futures and the contributions they have made during their time with the organization. It ends the professional working relationship the same way it started – with hope, commitment, and positivity.
Concluding a staff member’s relationship with the employer, regardless of whether it has been months or years, leaves them feeling rejected or undervalued. Humanizing outplacement services involves treating employees with dignity and maintaining their self-esteem while setting them up on a path to success.
A positive approach that involves clear communication and respect can help departing employees view the “news” as an opportunity for growth rather than an end. In addition to the “human side” of providing outplacement to departing staff, some of the more prominent business reasons employers would benefit from include:
Reducing risk – Offering support to departed staff can help reduce the risk of lawsuits, but it also shows good faith, reducing the chance of affected employees feeling overwhelmed and angry.
Improving reputation – This relates to remaining staff and their perception of you, along with all the people the departed staff will converse with after.
Boosting morale – Watching and/or hearing that their employer offered outplacement services to their former colleagues can help ease anxiety and sadness for remaining employees.
Reducing unemployment costs – The faster departed staff find new jobs or involve themselves in new formal training, the less they will need company benefits, including pay continuance or access to benefits.
Maintaining your brand reputation – This is true for those who remain on the “inside,” as well as with affected staff who have departed.
Employers can choose to offer extended support to those they lay off or terminate as part of their core values by offering outplacement services. Providing employees with an outplacement package shows that the company’s core values are not mere statements.
Maintaining a good relationship with departed staff not only preserves the company’s image, but it also ensures that any future dealings with them will be positive while maintaining a culture of wellness/well-being for remaining staff.
By aligning human resources and management with broader business objectives and values, the offering/access of outplacement services to departed staff helps ensure the organization can quickly rebound and focus on future strategic goals.
Job change happens, and it is often a necessary component to growth and prosperity. However, consideration of this strategic realignment helps stabilize the organization during transitional periods.
While you may provide severance pay to displaced workers, it is important to keep in mind that most people have other needs, and the money they receive is not enough to create new opportunities for them. Departing employees who have been provided outplacement services help people prepare for and find new jobs faster and with more confidence.
In addition to the emotional support, participants are given the resources and tools to define their passions, determine their next steps, and re-engage with the workforce faster than those who do not have access to service. Affected staff leave feeling more empowered about the next phase of their career.
Transitions and New Chapters
The “human side” of outplacement services considers emotional support, personalized attention, dignity, resilience building, career redirection, and long-term success. These are necessary for anyone impacted by termination.
By focusing on the individual’s personal and professional well-being, companies can help their departing employees transition more smoothly, ensuring they feel valued and supported, even as they move on to new chapters in their careers.
As human resource and leadership professionals, it is important to consider details such as the day of the week a staff member is terminated (Friday is not recommended), the location within the building the news is delivered (i.e., proximity to other staff), who will assist the affected staff with gathering their belongings, and considerations around how you propose they leave with grace and dignity.
Although a fiscal cost to the employer, throughout the job transition process, departing employees benefit from emotional, professional, and practical support such as:
- emotional coaching
- career redirection
- job search tool development
- job search assistance
- networking resources and guidance
- connections to employers
Outplacement services provide the tools and resources people need to navigate the uncertainty of job loss, move forward with confidence, and secure a fulfilling new role faster.
And, if all else, consider the unmeasurable value that the affected staff leave the organization with a (spoken) favourable opinion of the organization, which ultimately protects the organization and its brand. It is the “human side” of doing business.
Want more information?
Click here to learn more about Outplacement Services at Agilec or contact Kelly Bidon – via email or 905-443-1001 ext. 2046.
