By Niels Prehn, CCO, People & Performance A/S
Originally, outplacement was included in the resignation agreements of top executives. Outplacement has also been called ‘career counselling’ or ‘help to relocate’. Today, outplacement is applied in connection with dismissals at all organisational levels.
People & Performance have years of experience in outplacement processes and we have recorded positive results for groups as well as for individuals. The processes have a track record of helping dismissed employees move on.
Why should we use outplacement?
The primary objective of outplacement is to give the dismissed employee the best possible conditions to further their career. A very positive side-effect is that it adds to the image of the company as a workplace that takes responsibility.
So outplacement is not only an investment in the dismissed employee, but also an investment in the company’s future that may prove profitable in many ways.
We have extensive experience in the dismissal process so you may also have access to qualified advice about how dismissals should be undertaken. It is essential that all aspects have been carefully considered to avoid errors, and to give the dismissed employee a proper and caring treatment.
For further information about outplacement, please contact Niels Prehn.