Outplacement
Empathetic support shows compassion to employees
The decision to downsize, right–size or lay off employees is not an easy choice. It creates uncertainty for those who exit the organization and for those who remain. Outplacement Services by Mainsail HR addresses the needs of your organization, your retained employees, and the employees exiting your organization. Investing in outplacement counseling by providing career coaching services to the exiting employees, eases the transition and shows your remaining employees that you care for your people especially in challenging times. How you treat employees when they exit is as important as how you treat them when you hire them.
The decision to downsize, right–size or lay off employees is not an easy choice. It creates uncertainty for those who exit the organization and for those who remain. HR Elements addresses the needs of your organization, your retained employees, and the employees exiting your organization. Investing in outplacement counseling by providing career coaching services to the exiting employees, eases the transition, and shows your remaining employees that you care for your people especially in challenging times. How you treat employees when they exit is as important as how you treat them when you hire them.
We’re with you every step of the way, playing a critical role in the transition. We approach each client with a commitment to provide customized services that fit your needs. These services include:
FOR ORGANIZATIONS | FOR RETAINED EMPLOYEES | FOR EXITING EMPLOYEES |
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| Personalized support tailored to individual goals, interests, and needs:
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WHY INVEST IN OUTPLACEMENT/CAREER TRANSITION SERVICES?
Protect your employer brand. Taking care of separating employees makes a meaningful statement to separating and retained employees.
Enable your separated employees to move on faster. Those who use outplacement services find work faster than those who do not. The personalized resources show compassion through the process and allow employees to strategically focus on their next step instead of on the layoff.
Care for your retained employees. Those who remain often face survivor guilt. Invest in strategic planning, team rebuilding, and communication to help proactively address their questions and concerns, and get everyone moving forward, working toward a common goal.
