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    Outplacement is the term given to employers who wish to support their employees who need to be made redundant from their job / organisation. Outplacement services can be provided by employees who work in the organisation (from the HR Department) or the organisation can source the services from an external professional provider who has experienced redundancy themselves and has developed / delivered proven training interventions to large and small organisations and on a 1 : 1 basis. Many organisations do not know that they can provide such a service to their employees, which can make the trauma and difficulty of having to let go staff somewhat easier, while being helpful to them in the future. What does Outplacement entail?

    Outplacement can cover five main areas, namely:

    1. Empathy and support
    2. What do I do now?
    3. Putting myself on paper
    4. Networking
    5. Selling

    Empathy and support

    When an employee has to leave an organisation due to downturn in the business or economic reasons, whether it be voluntary or compulsory, the trauma for the employee can be very challenging. If they have no job / career plans after they leave, many questions begin to develop about their future and how they plan to live and fend for themselves. Outplacement deals with these questions and helps the employee cope with their new-found situation and helps them see it as an opportunity. The person(s) managing the outplacement process should have and show sincere empathetic / support / understanding skills that the employee appreciates and benefits from. They are with them all the way.

    What do I do now?

    This is first question that the employee will ask themselves when they realize that in a few short weeks they will be out of employment. What do they do now? How do they assess their situation, re-plan their life, look for a new job, consider a change of career perhaps or consider setting up their own business? Outplacement answers all of these questions, helping the employee to make well-thought-out, well-managed and realistic decisions, helping to visualize their new ideal income-generating activity.

    Putting myself on paper

    After identifying their ideal income-generating activity, they need to put themselves on paper. For employee-type situations i.e. returning to work for somebody else, tailored Target Letters, Cover Letters and CV\’s are paramount. Tailored means that each job application uses words, statements that the \’reading\’ employer will be impressed by. In other words it is all about them and they change for every job you apply for. If you are looking at your own business, then a business plan needs to be developed to put your thoughts on paper to gain clarity and assess is the business viable and of course to impress prospective investors or financial institutions.


    Then it is time to get out there and get known. Sitting at your \’computer\’ is all well and fine, but you have to meet like-minded people who have the key to open the door to offer you new employment or support you in your new business venture. \’Network to Getwork\’.


    Part of networking is selling yourself, being confident, believing in yourself, in your abilities, in your talents, skills and competencies. Developing great communication skills is foundational and using them with the right people i..e the decision-makers is critical; you only get one chance to make a first impression. Remember they are buying you first, then your relevant skills…

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