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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.
Joyce
Blazen
OI
Partners (Flint and
Detroit area,
MI)
Please click on the links below to read the
complete articles.
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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