What do we mean when we talk about outplacement?

Human beings establish support networks as a part of our daily lives: our family, friends, activities and work responsibilities give us a sense of stability, and when one of these factors is lacking, this can affect our performance and health.

If we apply this to the work sphere, redundancy can alter our psychological health, sense of well-being, motivation and satisfaction with our goals.

Thus outplacement emerges as a way to address this situation, which consists of the process of relocating talent from the organisation to another company, according to their professional profile and career plan. This technique also involves psychological assistance to cope with the job loss, which tends to entail a very high level of stress.

Effective support

It is important that the outplacement technique be accompanied by psychological support strategies for these collaborators, since some individuals facing redundancy can suffer from anxiety, depression, low self-esteem and may even fall into addiction.

How is outplacement applied?

Step 1. Assessment: in this step, human resources experts will be tasked with discovering the employee’s best qualities and capabilities, as well as exploring their opportunities for improvement and potential.

Step 2. Options: here the talent is presented with several scenarios to choose from to further their goals at another organisation or through self-employment.

Step 3. Action plan: in this step, the talent is shown the actions required according to the scenario that was chosen in the previous step.

Step 4. Psychological support: this step is vital for keeping the talent focused on achieving their objectives, and tackling this situation as an opportunity.

It is vital that the organisation show the value placed on the contributions of each talent in order to keep them motivated, improve retention and demonstrate quality management in human resources.