Providing Outplacement (OP) benefits to terminated employees has become an effective method of assisting in the transition from unemployment to reemployment. Once an employer has selected the OP firm that will assist with the terminations, there are three sequential areas of activity during the termination process to take into consideration:
Pre-termination
In this phase, the groundwork for the termination is laid. The OP firm should offer an employer a number of OP program options and termination meeting scenarios for consideration. Elements include logistics (i.e., location, day of week, time of day, length of procedure), company participants, and topics of discussion during the termination (i.e., reason for separation, severance benefits, COBRA, accrued vacation, monies, or items owed to the organization or employee).
An OP provider can counsel the organization in advance of the actual termination by going over what to expect during the process. This planning will ensure a smooth transition during the actual termination.
Termination
Consider having the OP counselor at the organization the day of the termination to immediately assist with any of the employee’s concerns or adverse reactions. Immediately after the termination, an appointment time can also be arranged with the individual (usually the next day) to get the OP process started. The OP counselor can assist with everything from packing up the individual’s belongings to providing transportation home if the person is unable to do so.
Post-termination
The initial meeting between OP client and counselor should be held as soon as possible after the actual termination in order to get the individual moving in a positive direction. Starting soon after the termination is a critical factor, because it allows the OP counselor to help the client heal and focus on what steps need to be taken in order to begin the reemployment process. This meeting is usually held at the OP facility, but if that is not feasible, the OP counselor can arrange a meeting at a neutral, nonthreatening location. The OP firm should also offer the option of meeting with the client’s family. Many times, family members have issues that can be addressed by the OP counselor, either as a group or individually.
Organizations should expect regular, general progress reports from the OP firm. Remember that the counselor will not go into great detail due to counselor/client confidentiality.
By establishing a rapport with the OP provider, the termination process will be less traumatic for both the employer and the affected employee. A competent OP firm can assist in the pre-termination, termination, and post-termination phases, which increases an employer’s comfort level by knowing that the termination was handled in a professional, yet empathetic manner.
There is also a significant benefit to providing OP services from the standpoint of the “survivors”—those employees still at the company. Though they may have questions regarding their future status, they will know that their former co-workers were well cared for.
Need help with your outplacement process? MRA’s Outplacement and Career Transition professionals are ready to assist your company.
