34% of talents intends to change jobs in the short term, according to a Randstad survey. In a volatile market, the way in which a company manages changes can make a difference in its ability to attract and retain talent. In this context, the outplacement process is presented as an optimal management tool. This is a service that accompanies executives in their professional transition process through a personalized proposal, and offers a comprehensive solution that includes the monitoring of an expert coach. It is designed to provide the Executive with the necessary tools to access new job opportunities efficiently.
Containment and strategy: the value of outplacement in times of change
From the individual point of view, the impact of a separation can be deep. Beyond economic loss, it often implies a blow to professional identity, daily routine, social ties built at work. Uncertainty in the face of the future can generate anxiety, blocking or loss of confidence. This situation is key especially when 45% of the population claims to be going through a crisis, according to the Observatory of Applied Social Psychology of the Faculty of Psychology of the University of Buenos Aires.
In that sense, outplacement works as a containment network that allows you to travel that moment with greater clarity and guidance. From special sessions of branding, communication, oratory personnel, among others, an executive can identify their strengths and project a new path with concrete tools.
Examples of outstanding brands in the market are those of Terra and Danone. The first in 2015, as part of the Telefónica Group, carried out a deep restructuring that reduced its workforce to a minimal endowment in Spain and transferred the operational management to Latin America. The second in 1994 closed its plant in Navarra (Spain), affecting 175 employees, and launched in less than three months a comprehensive relocation program. This included a communication plan and social aid, training for labor reintegration, transfer to other plants for those who will accept it, prejubilations or bridge jobs for people close to the age of retirement, and economic support for those who will opt for a new job or entrepreneurship.
Besides, From an organizational perspective, implementing these programs helps consolidate a culture based on respect, empathy and responsibility. TheS Companies send a clear message, where they explain that they care how talents come and how. The positive impact extends to the equipment that remains and helps reduce the fear or demotivation that can be installed in change contexts.
From the decoupling to the opportunity: keys to an effective labor transition
But what are the keys to carry an outplacement process? First, it is essential that the accompaniment be personalized, and that it takes into account the profile, expectations and needs of each professional, especially in processes with executives. Each person travels the decoupling from a different place and expects different responses.
Second, the process cannot be limited to job search, but must include listening, containment and reflection spaces. Many times, the first step to reintegrate successfully is to recover security and redefine the professional purpose. Technical tools, such as CV update or networking, are important, but must be accompanied by an integral look.
Finally, outplacement should not be understood as an expense, but as an investment in organizational culture and reputation. Organizations that manage the outputs well strengthen their ability to attract new talent, reduce the risk of reputational conflicts and consolidate their role as responsible actors in the labor market.
In short, the process serves to help a manager who leaves but also to strengthen the team that stays. Implement it strategically is undoubtedly an intelligent commitment towards the future of work.
Main & Leadership Head de Gue Executive Search
Source: Ambito
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