When companies face the difficult task of making roles redundant, procuring outplacement services to support affected employees is a positive step towards reducing the impact on people. However, simply procuring these services is not enough. Ensuring you are engaging employees in outplacement services is essential for their take-up and effectiveness. If employees don’t fully understand or use the resources offered, the opportunity to get support for quicker and easier career transitions is missed.
But how do you get employees to actively participate in outplacement programs and workshops during what is often a challenging and emotional time? In this article, we focus on the strategies and tactics that HR managers and business owners can use to ensure employees make the most of the career transition support available to them.
Why engaging employees in outplacement services matters
Outplacement services provide employees with specialist well-being and job search support as they transition into new career opportunities. However, a study by the Boston Consulting Group found that more than 60% of employees felt disengaged from the outplacement services offered to them, meaning the majority of employees missed out on valuable tools to help them land their next role.
For HR managers and business owners, engaging employees in outplacement programs can make a real difference in protecting the company’s reputation, maintaining morale among remaining employees and reducing legal risks. In short, it’s a win-win for both employees and employers.
But what does it take to make sure employees engage with these programs and don’t ignore the potential benefits?
1. Communicate clearly and compassionately
The way in which you introduce and communicate outplacement services to employees is important. Redundancy is a sensitive subject, and employees may be feeling anxious, frustrated and/or demotivated for example. When the information is poorly presented, employees may be less likely to engage in career transition services. HR managers should clearly explain the purpose and benefits of the support, emphasising that it’s there to help them and not just as a corporate procedure.
Example: For example, rather than saying, “We’re providing outplacement services to help with the transition,” you could say, “We know this is a difficult time for you. We want to make sure you have all the support you need to come to terms with this news and help you to find your next role. That’s why we’ve partnered with an experienced outplacement provider who will work with you one-to-one.”
2. Tailor the support to meet individual needs
One-size-fits-all programs rarely engage employees because they don’t cater to individual needs and career goals. Working with an outplacement provider to customise services based on your organisation and employees’ needs can significantly increase participation. Personalised coaching, resume writing and interview training, along with industry-specific job search assistance, can help employees feel the support is relevant to their situation. This can increase engagement as employees see the tangible benefits of participating.
Case study: At one manufacturing company, a former outplacement provider delivered programs based on generic career support. When a new provider tailored a program to help employees with job search strategies and career coaching relevant to their industry, engagement rates shot up by 40%. Employees also secured new roles more quickly because the program aligned with their needs.
3. Create a supportive environment
Employees are more likely to engage with outplacement services if they feel supported, not just by the outplacement provider but by their own organisation as well. Encouraging employees to share their concerns, ask questions and lean on internal HR teams creates a collaborative atmosphere where engagement is naturally higher.
According to a LinkedIn survey, 85% of employees who felt supported by their employer during a redundancy were more likely to use outplacement services. This included, in addition to offering career transition services, also providing emotional support such as access to mental health resources or group meetings where employees could discuss their concerns openly.
4. Showcase success stories
Communicating success stories of employees who have gone through the outplacement program and landed fulfilling jobs can motivate others to participate. Whether it’s through internal communication channels, testimonials or case studies, success stories make outplacement services real and attainable for employees.
Outplacement providers often have case studies they share on their websites, such as Glide Outplacement’s success stories:
“For many years, Sue enjoyed working in a highly specialised field based in a regional area. Outplacement support after redundancy enabled her to find a similar role and negotiate a generous relocation package.” Read more
“At 65, Alan faced redundancy and feared age discrimination in his job search. With outplacement support, age and redundancy weren’t barriers to finding new opportunities.” Read more
“Sarah had been with her company for more than 12 years, becoming a respected team leader in the marketing department. But when the company announced a restructuring, her role was made redundant. What could have been a prolonged period of anxiety turned into an outplacement success story.” Read more
Practical tips for engaging employees in outplacement services
- Host information sessions: Arrange webinars or in-person meetings to explain the program benefits and how employees can take full advantage of the resources available to them.
- Provide ongoing support: Ensure that outplacement support extends beyond the first few weeks. Your outplacement provider should provide you with regular reports on employees about their progress. If necessary, encourage your employees to continue using the services offered.
- Offer flexibility: Make sure the outplacement support is flexible enough to accommodate individuals’ different schedules and needs. Some employees may prefer remote services, while others benefit from face-to-face interaction.
- Collaborate with managers: Work closely with line managers to ensure they are fully informed about the outplacement services so they can encourage their team members to engage with the support.
Ensuring outplacement success through engagement
Outplacement services are more than just a goodwill gesture. They’re an important part of supporting employees through one of the most challenging transitions in their professional lives. HR managers and business owners can significantly increase employee engagement in outplacement programs by ensuring clear communication, personalising the support offered and creating a supportive and positive environment,
Engaged employees are more likely to benefit from the resources provided, making their transition easier and protecting the company’s reputation. With the right approach, outplacement can be a worthwhile investment that benefits both your business and your employees.