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Of course it feels good to do the right thing, but there are practical business reasons for providing outplacement services, including reducing litigation costs and protecting employer brand. Offering quality outplacement services to your employees—no matter their location—can prevent this and other negative outcomes. .
COPYABLE EXAMPLE: [Date] [Recipient Name] [Address] [City, State ZIP Code] Dear [Recipient Name], I regret to inform you that, due to [reason: e.g., lack of funds, lack of work, reorganization] in the [Company/department name], it has become necessary to implement a reduction-in-force in the form of reduced work hours.
Create strong job descriptions and help your company develop a strong employer brand. Additionally, informationals given by experts from outside of the company who work within specialized fields can help bolster training and development efforts. Get stakeholders on board with using social media tactics. Onboarding new hires.
Create strong job descriptions and help your company develop a strong employer brand. Additionally, informationals given by experts from outside of the company who work within specialized fields can help bolster training and development efforts. Get stakeholders on board with using social media tactics. Onboarding new hires.
Research shows that downsizing a workforce by 1% leads to a 31% increase in voluntary turnover the next year. Leaders and HR must have a strategic and transparent approach to support all employees before, during and after the downsizing to ensure their organization and employer brand remain resilient. Safeguarding Your Employer Brand.
If you haven’t reviewed the outplacement support information your former employer gave you, you could be missing out on a solution to that angst. Take a deep breath, review the information, and consider taking advantage of the support and guidance that outplacement has to offer.
While business coaches and career coaches are common, outplacement coaching serves a professional in a specific situation: job loss. It is typically part of a program given by employers to individuals impacted by layoffs as part of a severance package. Outplacement Counseling for Individuals Impacted by Layoffs.
The task to select an outplacement provider, whether during an annual review of benefits, or in preparation for a reduction in force, can feel overwhelming. So how can you be sure you’re choosing a top outplacement firm? These are just some of the considerations involved with comparing and choosing the right outplacement firm.
You may be looking for an outplacement provider due to an upcoming reduction in force (RIF) or to partner with a provider to support regular turnover. A productive outplacement RFP will help you find a provider who can provide the right level of service for your employees that’s also cost-efficient. Resume and cover letter builders.
It can be easy to understand how value-added benefits could help an organization maintain its employer brand reputation and increase employee satisfaction. Here we’ve put two employer journeys side-by-side. As you can see, the employer journey is a cycle. So how do these programs make a difference for your employer brand?
So how can you be a successful employer with so many challenges? You can attract stronger candidates when your reputation is strong and applicants have a positive experience throughout the hiring process, helping you to be a more successful employer. Outplacement. Some tips: Be selective when choosing an outplacement provider.
This is why, if a layoff event must happen, we strongly suggest HR leaders provide outplacement services for their staff members to ease these tensions. Click below to learn more about our Careerminds outplacement services and how we can support you through your stressful reduction event.
Whenever there is a termination of employment, it’s important to note the reason for the event. As such, any department facing an employment termination should inform you as early in the process as possible to ensure a smooth transition. Engage outplacement services. Get the details.
This has raised important issues for employers — how do you deal with resignations, and how do you inform the rest of your workforce of what is going on when an important colleague decides to leave? However, the ways in which you as an employer deal with a resignation should remain as consistent as possible.
This is where virtual outplacement comes in. Essentially, outplacement services can mitigate the negative impact a termination or layoff can have on a brand. Here’s everything you need to know about virtual outplacement services. Wait, What is Outplacement? ” Traditional Outplacement vs. .
If you haven’t reviewed the outplacement support information your former employer gave you, you could be missing out on a solution to that angst. Take a deep breath, review the information, and consider taking advantage of the support and guidance that outplacement has to offer.
And how does the absence of taboo around layoffs affect both the former employee and employer? When employees don’t know the details around why they were chosen for elimination, and communications from their former employer were minimal at best, speculation is all that could exist. They also post about layoffs.
What can employers learn from them? This means that some employees stayed up all night to learn their fate, while others had to check their email upon waking up to learn the news. Layoffs are unpleasant, stressful, and anxiety-producing events. Make sure those impacted are fully informed . We offer some lessons here. .
But there is a stark difference: a layoff is intended to be a temporary elimination of a position—with an unknown duration and end date—while a RIF is known to be a permanent elimination of the position at the time of the event. . Individual’s employment is terminated and the role is backfilled. Can they be offered outplacement?
Unless you’re carefully following and predicting the cause and effect of events like a pandemic, including changes to work and buying behaviors, the consequences a company faces as a result of economic changes may come as a surprise. Find an outplacement provider before you need one. What Can HR Learn from Economic Fluctuations?
This is where virtual outplacement comes in. Essentially, outplacement services can mitigate the negative impact a termination or layoff can have on a brand. Here’s everything you need to know about virtual outplacement services. Wait, What is Outplacement? ” Traditional Outplacement vs. .
Should you send out the notice well in advance, or break the bad news on the day of the layoff event? Since other articles discuss employee termination letters given during a layoff meeting in detail, this article will focus specifically on the layoff notice given in advance of a layoff event to individual employees.
Should you send out the notice well in advance, or break the bad news on the day of the layoff event? Since other articles discuss employee termination letters given during a layoff meeting in detail, this article will focus specifically on the layoff notice given in advance of a layoff event to individual employees.
So how can you be a successful employer with so many challenges? You can attract stronger candidates when your reputation is strong and applicants have a positive experience throughout the hiring process, helping you to be a more successful employer. Outplacement. Some tips: Be selective when choosing an outplacement provider.
Employee engagement is the emotional and psychological connection employees have to their work and employers. An Achievers survey found that 69% of employees would work harder if they felt their employers appreciated their efforts. 27 drivers of employee engagement HR should harness What is employee engagement?
The coronavirus crisis has prompted employers nationwide look to re-evaluate their organizational structures. Companies unprepared for such overhauls risk diminishing their employer brand and could suffer low morale and voluntary turnover. Here are five tips for employers on how to deal with a company reorganization.
The coronavirus crisis has prompted employers nationwide look to re-evaluate their organizational structures. Companies unprepared for such overhauls risk diminishing their employer brand and could suffer low morale and voluntary turnover. Here are five tips for employers on how to deal with a company reorganization.
Organizations are recognizing the importance of providing support to their employees during times of change, which has led to the rise of outplacement services and software. As of 2023, several notable outplacement services and software solutions have emerged as leaders in the industry. What is Outplacement Solutions?
Employer brand plays an increasingly important role in the social media age. If your company has to conduct a layoff, you can protect your employer brand by following reduction in force best practices. A lot happens on the actual day of the layoff, so make sure you’re well-prepared for the event.
It can be easy to understand how value-added benefits could help an organization maintain its employer brand reputation and increase employee satisfaction. Here we’ve put two employer journeys side-by-side. As you can see, the employer journey is a cycle. So how do these programs make a difference for your employer brand?
Employer brand plays an increasingly important role in the social media age. If your company has to conduct a layoff, you can protect your employer brand by following reduction in force best practices. A lot happens on the actual day of the layoff, so make sure you’re well-prepared for the event.
It’s important for employers to consider how their staff will respond to these changes. Ignoring the potential conflicts that arise from altering the structure of your company may lead to a drastic decrease in employee trust in their employer, for example. Mergers are major events that can help a business grow.
The way employers conduct layoffs and furloughs during this pandemic will define their brand perception for years to come. Employers can make strategic use of new government benefits, health coverage deadlines, and virtual outplacement services to support impacted employees. It’s also radically changing how our employment ends.
The way employers conduct layoffs and furloughs during this pandemic will define their brand perception for years to come. Employers can make strategic use of new government benefits, health coverage deadlines, and virtual outplacement services to support impacted employees. It’s also radically changing how our employment ends.
In the first half of this two-part series about communicating layoffs to employees, Intoo’s Joyce Domijan, VP of Strategy and Program Development, and Caroline Vernon, Regional Director of Sales, provided listeners with a scripted guide to help them better communicate during a notification event. The Next Steps.
In the first half of this two-part series about communicating layoffs to employees, Intoo’s Joyce Domijan, VP of Strategy and Program Development, and Caroline Vernon, Regional Director of Sales, provided listeners with a scripted guide to help them better communicate during a notification event. The Next Steps.
Layoffs can create fear and doubt among employees, lower morale, and reduce their trust in you as an employer. Check in with employees to address and prevent burnout. Since you want to be able to retain your existing workforce, it’s important to frequently check in with them at the organizational, departmental, and individual level.
This is especially true for your bottom line and employer brand, arguably the two most crucial resources for any tech company. So how do tech companies successfully transition talent in this unusual labor climate, while minimizing the blows to employer brand? Learn more about how outplacement can support tech layoffs.
This is especially true for your bottom line and employer brand, arguably the two most crucial resources for any tech company. So how do tech companies successfully transition talent in this unusual labor climate, while minimizing the blows to employer brand? Learn more about how outplacement can support tech layoffs.
It’s important to acknowledge that if you’ve freelanced for an extended period of time, and later want to jump back into full-time work, it can be challenging, because employers may think you’re not committed to long-term employment. What materials should gig seekers use to attract employers?
Whenever there is a termination of employment, it’s important to note the reason for the event. As such, any department facing an employment termination should inform you as early in the process as possible to ensure a smooth transition. Engage outplacement services. Get the details.
Employers may need to make the decision to downsize and it’s up to the human resources department to prepare all the necessary paperwork. This includes notifying impacted employees about their termination of employment through a formal reduction in force letter. What Is a Reduction in Force Letter?
In Intoo’s webinar, “ 3 Keys to Protecting Your Brand During Organizational Downsizing: Lessons from the Tech Industry ,” Intoo’s CEO Yair Riemer offers useful tips for safeguarding your brand reputation while navigating separation events, along with relevant examples from the tech industry.
Employees who work in companies during these transitional periods may feel wary about the impact such events will have on their position and working environment. Thankfully, an HR team can help employers face the people-related challenges of a change of corporate structure.
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