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Outplacement…the Key to Talent Retention?

Written by: Melissa Gallagher

Article Overview: 90% of organisations indicating that they have been negatively impacted by the current economic climate (HDA Outplacement Survey 2009); how have these organisations successfully navigated through these difficult times to ensure that those leaving the organisation are sufficiently supported into their new roles; while also ensuring that the ‘survivors’ remain engaged, motivated and ultimately retained? The majority (80%) offered outplacement support (HDA, 2009)!

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Outplacement…the Key to Talent Retention?

90% of organisations indicating that they have been negatively impacted by the current economic climate (HDA Outplacement Survey 2009); how have these organisations successfully navigated through these difficult times to ensure that those leaving the organisation are sufficiently supported into their new roles; while also ensuring that the 'survivors' remain engaged, motivated and ultimately retained? The majority (80%) offered outplacement support (HDA, 2009)!

Organisations successfully managing change are continuing to recognise the value of offering outplacement support to their employees - it not only eases the transition of employees from the organisation (or through redeployment) but also reassures those employees who remain - enhancing the ease with which any changes are accepted and implemented.

Outplacement support minimizes the impact of a transition...

Research suggests that the 'survivors' within the organisation, or those indirectly affected, tend to adapt better to major organisational changes when outplacement support is provided (HDA, 2008, 2009; Reed Consulting, 2007).In addition, it can be a key influencer in maintaining staff morale - both for those employees whose roles are required in order to ensure the business continues to perform during the restructuring phase and also for those employees that remain with the organisation following an organisational change.

Outplacement support enhances employee engagement...

Where outplacement support has been provided, organisations regularly observe enhanced levels of employee engagement.Engaged employees tend to show a greater commitment to the organisation and committed employees are 87% less likely to leave the organisation and perform 20% better (The Corporate Leadership Council).

Outplacement support enhances your employer brand...

Your people, both those within the organisation and those leaving, are instrumental in creating and building a successful employer brand.Outplacement support presents the organisation as an employer of choice - that 'cares enough' about its employees to continue to look after them in the often daunting transitional period that follows a restructuring. It essentially fosters positive post-employment relations, both internally and externally, which in turn enhances the employer reputation in the wider community (Reed Consulting, 2007; HDA 2008, 2009).The more positive the perception of your organisation, the wider your pool of potential recruits becomes, thereby minimising future recruitment costs.

Over the last couple of weeks we have been reviewing strategies for ensuring your key talent are engaged, motivated and ultimately committed to your organisation and its objectives, regardless of how green the grass may appear on the other side.This final article in the series summarises the importance of offering outplacement support as a means to ensuring key talent retention and ultimately business continuity.

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Article Tags: br, corporate leadership, difficult times, economic climate, employee engagement, employer brand, influencer, leadership council, managing change, nbsp, organisational change, organisational changes, organisations, outplacement, redeployment, reed consulting, restructuring, staff morale, survivors, transition

About the Author: Melissa Gallagher
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Melissa is Client Partner & Project Manager at HDA; where she is responsible for the retention, strategic direction and expansion of Talent Management services to clients. Melissa drives for results by ensuring that the delivery of Talent Management projects exceeds clientsï¿½ expectations and adds value to their business. Her areas of expertise include: Employee retention and engagement; leadership development; executive and team coaching; and succession planning.

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