At deliberatepractice, we believe that how an organisation supports people through change says as much about its culture as any engagement survey or value statement ever could. When roles are impacted, offering outplacement support isn’t just a nice gesture, it’s a smart, human-centred business decision.
Outplacement gives employees the tools, confidence, and practical support they need to move forward positively. From career coaching and interview prep to job search strategy and personal branding. It helps your departing employees regain control and find their next opportunity faster, which matters deeply in moments of transition and in particularly challenging markets like the current.
For employers, the benefits are equally powerful. Providing outplacement demonstrates that you genuinely care about your people, protecting and strengthening your employer brand in the process. It also reassures those who remain, helping to maintain trust, engagement and morale during times of change.
There’s also a pragmatic side which has the potential to significantly impact HR and organisational risk and reputation. Supported employees who have access to outplacement are less likely to feel aggrieved or disengaged. Working with their coach, they are more likely to move through the change process with a future focus rather than being stuck in blame, negativity and victimisation.
At the end of the day, offering outplacement is about living your values, showing that even when things are tough, your organisation leads with care, integrity, and purpose. When employees leave a company, offering outplacement support can be a lifeline, helping them navigate career transitions, polish resumes, and prepare for interviews. Yet, employees may not fully understand or appreciate the positive impact outplacement support could provide them and may be hesitant to take full advantage of these programs.
Understanding the range of perceptions and thoughts on outplacement can help organisations position the service most effectively and best support people through a challenging time:
Emotional Hesitation
An employee’s perspective – Losing a job can be stressful and overwhelming. Employees may be in shock, feeling sadness or anxiety, or struggling with pride and self-worth. The thought of career planning immediately after a layoff can feel daunting, making it hard for them to engage.
Organisational perspective – It’s normal to need time to process a job loss. Outplacement isn’t about rushing you or telling you to “move on” before you’re ready. It’s about giving you tools and support when you’re ready — coaching, guidance, and structured steps to help you regain confidence, clarity and control over your next move.
Skepticism About Value
An employee’s perspective – Some employees wonder whether the program will truly help them find a new role. They may worry it’s just a “corporate formality” rather than a meaningful, practical resource.
Organisational perspective – Outplacement programs are designed to give practical, real-world support including personalised coaching, interview prep, networking advice and insights that can open doors faster than going it alone. Many participants find that having a structured plan and someone to support and guide them makes all the difference.
Privacy Concerns
An employee’s perspective – Sharing personal career goals or discussing gaps in experience can feel risky. Employees sometimes worry about confidentiality or that information could impact references or future opportunities.
Organisational perspective – Outplacement sessions are confidential, and the focus is on helping departing employees succeed, not reporting back to a former employer. Participants can feel safe discussing career goals, challenges, and questions in a supportive environment.
Timing and Energy Constraints
An employee’s perspective – Job loss often comes with financial pressure, family responsibilities, and emotional strain. Taking part in coaching sessions may feel like an added burden.
Organisational perspective – Life doesn’t stop because of transitioning careers. That’s why most programs are designed to be flexible and tailored to fit busy schedules. Even dedicating a small amount of time can help participants take ownership of their career transition, move forward more quickly and with less stress than trying to navigate the process alone.
Misalignment With Career Goals
An employee’s perspective – A perception could exist that programs may feel less relevant to highly specialised roles, executives or those in niche industries or looking to start their own business. Employees may worry the program won’t address their unique needs or aspirations.
Organisational perspective – Whether thinking about changing industries, exploring entrepreneurship or aiming for a leadership role, a good outplacement program can be customised to your unique path. It’s not one-size-fits-all, it’s about helping participants to move toward the future they want.
Preference for independence
An employee’s perspective – Individuals may have effectively managed their own career for years and may believe they are well connected and capable of leveraging their networks to realise their transition goals.
Organisational perspective – It’s excellent when people have a strong base of experience managing the job search process and outplacement isn’t about taking that control away. Think of it as having an experienced partner in your corner, someone who can provide feedback, perspective and resources to make efforts more efficient, targeted and impactful.
Organisations supporting people well when they’re leaving is just as important as how they are welcomed when they arrive. Outplacement is designed to empower, reduce stress and provide ex-employees with a clear path forward. Engagement in their program can provide participants with the confidence, clarity and momentum they might not have achieved alone and sometimes assisting them to understand the benefits can make all the difference for them and their transition.
To explore how deliberatepractice’s career transition and outplacement programs can support your organisation and departing individuals, contact us today on 1300335423
