Displacing valued people from jobs or careers they may have held for years is not the callous, impersonal exercise many imagine it to be. Most credible companies take action to help individuals make the transition, both practically and emotionally, from being employed to being actively available on the market and finding new, relevant, meaningful employment. Of course, corporate self-interest is a critical driver of outplacement initiatives, and in more ways than many realize.
Providing outplacement services can protect and enhance an employer’s brand while increasing employee engagement and productivity. Not only does strong outplacement maintain potentially valuable relationships with former employees, it also increases trust and commitment with existing employees who see their company “doing the right thing” and with prospective talent who see a company that will treat them with fairness and respect.
For international companies, outplacement takes on yet another level of importance — and a further dimension of complexity. Delivering outplacement services in other countries and jurisdictions is not as simple as transposing the “home office” template into another language and corporate structure. While North American firms will have relatively little difficulty managing an employee repositioning from one New York office to another, facilitating a transition for employees in Europe, Asia or other international jurisdictions can prove vastly more difficult.
To help you understand some of the difference that exist, Career Star Group have put together the following guide to acquaint you with some of the key considerations to take into account when undertaking a global downsizing project.