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5 ways to evaluate the effectiveness of your global outplacement provider

  • Blog
  • 22 January 2021

Author: Owen Morgan, Managing Director INTOO UK and Ireland

Like so many services, global outplacement support is scoped, costed and agreed based on an organisations needs at the time. It may not come up for review, or its effectiveness analysed for a number of years.

Yet, as global market needs and circumstances change, the needs of a business and its people change too. The previously selected global outplacement provider may no longer be the most appropriate. In some cases, their global outplacement capability and approach may no longer be the right one to support your organisation and your people.

The risk is that at the time when your people need outplacement – and it can often come at the most unexpected times – you require the service at speed. Therefore reverting to a global outplacement provider that fails to effectively support your business in terms of service and value.

The global outplacement market is changing rapidly and it is important that businesses continuously evaluate the effectiveness of their provider. Therefore, when the time comes and they require the service, they have the right solutions in place.

Consider evaluating your current global outplacement provider against these 5 key areas:

Global Connectivity

The world has never been more connected and this freedom means that teams are no longer confined to their local office instead they span continents. Your selected global outplacement provider should reflect this. Consider their global outplacement capability as well as their local knowledge; do they have the scope to support your organisations global structure? In addition, are they able to adapt their global approach locally where legalities and procedure may vary? You want to be secure in the knowledge that your global outplacement provider is able to meet demands on both fronts whilst supporting your global HR structure.

You may also want to explore how experienced your global outplacement provider is in delivering in all locations. It may be that experience they speak of is limited to virtual and remote delivery rather than coaches and support on the ground. This can make all of the difference to your exiting employees.

Flexibility and bespoke solutions

Many global outplacement providers talk about ‘partnerships’. Has yours proactively approached you to discuss alternative ways they can support you as your business responds to the impacts of Covid-19? Have they introduced new services or pricing structures? Alternatively, are they remaining transactional and profiteering from the economic catastrophe many businesses have faced? Is it time to consider a specialist that is focused on your needs – and those of your departing employees – rather than simply their own efficiencies?

Approach

Consider how your global outplacement provider has adapted their existing outplacement services. Many will have promoted their online capability – but does that also include the virtual one-to-one coaching sessions that are most valued by employees affected by redundancy? Is that ‘personalised’ support still available and if so, from whom? It is crucial to ensure those supporting your employees are experienced globally connected coaches. They must be skilled in advising individuals on their unique situation. Equally, those delivering the support must be experienced in doing so. Exceptional career coaches really do make the difference. It’s key that any outplacement provider not only helps individuals to ‘career pivot’ towards viable opportunities, but also has the credibility to guide at this critical career juncture. In short, are you getting the level of expertise you are paying for?

Transparency

You should be fully aware of the support employees are getting, and confirm that it matches the service originally contracted – in both value and suitability. Like many things, outplacement support is constantly evolving. Investment in new technology to improve service is important. However, it should not be to the detriment of other aspects of support your people may need.

Are broader career-planning tools available and will the coaches look to  uncover any additional areas of support – are individuals looking to move into a self-employed role or is a portfolio career more in line with their thinking.  One-size rarely fits all and it’s important that any outplacement company doesn’t pre-judge needs.

Ease of access

For individuals facing the prospect of redundancy, access to support and the option to speak to their coaches is crucial. Outplacement support is about helping individuals at a time when they may have real concerns and mixed emotions, driven by job loss and lack of opportunities. In order to be truly valuable, expertise must be easily accessible. It should not contribute further to anxiety. Instead, it should demonstrate you respect individuals enough to offer a service tailored to their needs.

Evaluating the effectiveness of your global outplacement provider

If you currently have a global outplacement provider in place, now is the time to review and analyse the outplacement support they are providing. Do not simply continue to assume that your organisation is receiving the service originally agreed to. Or, that all global outplacement providers are offering the same solution. You owe it to your organisation and your employees to explore what else is on offer and how you can maximise your investment.

 

Author: Owen Morgan, Managing Director INTOO UK and Ireland

INTOO UK and Ireland are part of Gi Group. Operating throughout the UK and Ireland, their areas of expertise include: Outplacement, Change Management, Career Development, Coaching, Mentoring and Leadership Resilience

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