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The Top 5 Myths About Outplacement

Myth 1 – Outplacement services are just for junior employees.

Many, including senior executives themselves, may question what an outplacement provider can offer those with long, successful careers and strong networks. In our experience, most employees that involuntarily lose their job, regardless of their position in the organizational hierarchy, have feelings of insecurity and anxiety at some point. Senior executives often take longer to transition into their next role or career change, so many face these feelings of uncertainty for a longer period of time, quickly impacting their confidence and clouding their thinking. Effective career transition support can help employees at all levels in the organization manage these feelings effectively and equip them with the confidence and ability to map out their future career path.

Myth 2 – If an employee has accessed career transition services previously, they do not need support if they experience another job loss.

Regardless of whether it is the first time an employee has involuntarily lost their job or the fifth time, the feelings of uncertainty, fear, and anxiety that often accompany redundancy surface. Combine these recurring feelings with a rapidly changing job market and shifting personal goals, and it’s clear why employees can derive great value from career transition support each and every time they experience a job loss.

Myth 3 – Employees who are not looking for another role do not benefit from outplacement support.

Outplacement is not just about finding another job. Leading outplacement providers do not prescribe or suggest what an individual should do next but facilitate a process whereby they feel empowered to make an informed decision on their next career stage. They will help participants put together a robust and well thought through action plan as to how to achieve a “successful landing.” This may be into a new role or may involve pursing a different route like self-employment, retirement, education, training, or a career break.

Myth 4 – Employees that have not lost their jobs during organizational change do not need career transition support.

It is very common for those remaining to be as profoundly impacted as those individuals who are made redundant through organizational restructures. These “stayers” suffer a wide range of emotions such as relief, guilt, envy and resentment. In addition, those that remain can feel insecure, demotivated and anxious – all of which have a big impact on performance, sickness absence and accountability. Many outplacement programs can be tailored to meet the specific needs of organizations to help the “onlookers” of change effectively deal with the business and personal impacts and improve their resilience.

Myth 5 – Outplacement is only offered by larger organizations.

The benefits associated with offering career transition support are numerous and well documented. Whether it is improved employee morale, retention of existing staff, protecting corporate and employer brand and reputation, or reducing the risk of legal actions, each outcome provides business and commercial benefits to organizations, both large and small. With programs costing from as little as a few hundred dollars, outplacement can deliver benefits for individuals and organizations, regardless of their size.

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