It seems clear that many organisations will have to make hard decisions with regards to manpower planning – Brexit, disruptive technologies, demographic changes, economic and political uncertainty mean that many enterprises will need to reframe, reform and restructure and redundancies will result.

The hard-nosed may wonder why, if they are making people redundant, they should spend any more on services for those workers than is essential, this astonishingly short-sighted.

Morale and motivation will always be affected by redundancies but, handled well, the effects can be minimised, mitigated in ways that protect organisational employer brand and reputation. It is in the corporate interest to invest in high quality outplacement.

Impact on reputation

Investing in outplacement provision for affected staff sends a strong message that the intention is to treat former employees with respect. Offering career transition assistance does more than demonstrate that the organisation cares about the proper treatment of those they make redundant; and reassures stakeholders that the organisation takes care of all employees.

Redundant employees need to find good new roles quickly, and at 10Eighty we know that when employers provide outplacement support there is a demonstrable positive impact on the orgsanisation’s reputation among remaining employees, as well as the wider community and job market.

A well-designed outplacement programme will help HR with termination planning, counselling redundant employees throughout the process, not just through job search coaching and CV writing but with career counselling and support to cope with change and job loss. Such services reduce the time taken to find a new role and give clients support to make the most of their career transition.

Morale and productivity

The morale of employees who are not made redundant is important, ‘survivor syndrome’ will take a toll if those left behind perceive that redundant colleagues have been treated unfairly. It’s easy for disaffected staff to harm the employer brand; those who air their grievances about the orgsanisation may impact motivation and productivity and adversely affect future recruitment activity.

It’s also important to maintain positive relationships with the available talent pool, especially since there will be some amongst the leavers who you may want to rehire in the future. Leavers will be talking to head-hunters, competitors, clients and suppliers and it is better if they describe the orgsanisation favourably; it is more than likely that some employee you let go today may be a potential future customer.

A short overview of outplacement:

The services on offer may comprise a range of advice and support including:

  • Skills, drivers, values and strengths analysis
  • CV and cover letter writing
  • Interview coaching
  • Job market analysis and tailored research
  • Salary and contract negotiation
  • Career planning advice and counselling include information around retirement and self-employment options

Outplacement is a service aimed to give ex-employees the best opportunity for finding a new career as quickly as possible.

To learn more about our outplacement services and to create your bespoke package, email us at or call us on 0207 947 4130

Liz Sebag-Montefiore

Liz Sebag-Montefiore is a Co-Founder and Director of 10Eighty. With over 15 years of business experience, I have an extensive and impressive blue chip client base. I have worked with numerous firms working in partnership with the client to understand their needs. My current role involves managing relationships with clients, developing new business, and coaching individuals in their career. I really enjoy meeting new people and have strong client relationship and networking skills. I am passionate about coaching as a means to motivate individual performance and believe that proactive career coaching will set direction, bolster employee engagement and self-confidence.

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