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A Closer Look at Outplacement
February
2007 Newsletter
The outplacement profession, like many segments of
the marketplace, continues to evolve and change in response to industry
trends and emerging technology. In the midst of price compression, cost
effective online services and virtual office capabilities, the most
important aspect of job transition still remains unchanged: the human element. The impact of
those people who gather round to encourage, challenge, listen,
strategize and support staff in job transition are what is valued and
remembered most.
With all the information available today regarding
job leads, company performance, electronic
networks and recruiting tools, it is still true that staff in job
transition do not want to become any better at finding work than they
have to be to get the job. An experienced coach understands this and
can eliminate barriers to each client's success.
OI Partners Inc. is passionate about our mission to
assist companies in leveraging talent for greater gains. Layoffs and
terminations are inevitable aspects of talent management in a global
economy and changing workplace. This newsletter focuses on the combined
value of well-executed layoffs and personalized outplacement services.
Tim Schoonover
OI Partners (Cincinnati,
OH)
Please click on the links below to read the complete
articles.
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Routine Layoff? There
Is No Such Thing!: Layoff Categories and
Considerations
Given the economic forces at work in the marketplace, layoffs
continue to be a business reality in many industries. Our continued
experience suggests there is no such thing as a "routine layoff."
There are, however, categories of layoffs that bring with them very
distinctive considerations and challenges. In the event that one of
these categories may be on the horizon in your organization, we offer
the following considerations:
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Considerations for
Implementing a Major Layoff
Major layoffs present any organization with the enormous challenge of
managing a complex, companywide event. The impact of larger layoffs
can be significant, affecting the ongoing health of the business,
future success, workforce morale and bottom-line productivity. How do
"best-in-class" companies manage these events?
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The Importance of
Maintaining an Outplacement Policy
Most organizations have a written policy on the severance packages
offered to departing employees. When large reductions in force occur,
outplacement services are usually provided in a similar fashion, with
service level variations based upon tenure and position. Does it make
sense to have an outplacement policy in place when a significant RIF is not imminent?
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Preventing a
Breakpoint
A client in job transition is visibly shaken and distraught. Another
recently terminated employee has a heart attack within weeks of his
termination. While cleaning out her desk, a terminated employee has
unusual heart palpitations and the company calls 911 for a trip to the
ER. Coincidence? Perhaps, but sometimes a breakpoint is reached with
an unforeseen job loss.
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Going the Extra
Mile During a Layoff Crunch: A Case Study
The call comes in from an HR leader that there may be a layoff very
soon. It would be the first of this magnitude in the company's
history with as many as 18 percent of the workforce impacted. The OI
Partners firm arranges an early morning meeting the next day to
discuss the implications of this pending decision with the senior
leadership team.
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