You might think that outplacement is only relevant to employees who are being made redundant or thinking about leaving.
You would be wrong.
Due to the complexity of relationships within any company, the knock-on effects of disillusioned employees who are going to be losing their jobs in a few months can be immense. The echo chamber of negativity can be deafening when even a small minority feel that they have something to moan about.
Say that maybe 5% of 500 people in the office are losing their jobs. That is 25 people. It might not sound like a lot, but each of those people will probably have 20-25 friends at work who will care about them and take an interest in their situation. If those fateful 25 feel unloved and ignored, you can be sure that their colleagues will feel differently about their employers. Our work family is a reality for so many of us – when our brothers or sisters are suffering, we can’t help but lose motivation.
It might even prompt us to start looking for a new job ourselves.
When times get tougher, it is unlikely that top performers would look to jump ship into the unknown, but this source of negativity can easily be a trigger to make them think about it.
Companies desperately need to retain their top talent when times get hard, and I would strongly argue that creating a benevolent situation for those losing their jobs offers a significant boost to the wider employee population.
However, I would suggest that it makes perfect sense, and with a supposed recession on the way, would your company really want to risk demotivating its talent by not offering a professional outplacement solution?