How to Choose an Outplacement Program

Finding the balance between what is best for the individual and what is best for the organization.

When determining what is best for the individual, remember that greater levels of outplacement support are needed if the person has:

• A high-level job which may be more difficult to replace and which may involve intense competition.
• A highly specialized job.
• High salary expectations.
• Long service with the same company.
• Many years of work experience.
• Too few years of experience to establish credibility.
• The challenge of changing careers or industries, or moving between private, public or nonprofit sectors.
• Personal problems at the time of termination.
• Challenging interpersonal style that makes interviewing difficult.

To determine what level of outplacement is best for the organization, consider:

• How does the termination and severance package affect the organization’s mission, goals, policies and practices?
• What is the precedent within the company or industry?
• What is the possibility of a lawsuit?
• What will be the effect on retained employees?  Will the actions build support and understanding, or create dissension?
• What will be the effect on recruiting new employees?
• What will be the impact on the community, including customers and vendors?
• Why is it being done?  What has been the employee’s past contribution?
• What is the ethical thing to do?

A better human experience...for a better business outcome