Outplacement is a practice through which assistance is provided for the employee's reintegration into the workforce or in the retirement process. “We must see this process as a learning opportunity, through which the person can emerge stronger and find new opportunities to go beyond in this new moment of their lives”, says Matiana Behrends, Partner of Advisory Services at Grant Thornton Argentina.
The process is comprehensive, analytical and operational. “Outplacement consists of 4 pillars: self-analysis, resilience, networking, and strategy and goals,” says Behrends. “Through them, we work on different aspects that allow a transition to be made without so much emotional or economic stress.”
Until a few years ago, outplacement was offered by companies only to collaborators who had a certain seniority. But market dynamism led companies to assist collaborators without distinction of seniority or category.
Outplacement is a process that can be considered by the employer or by the collaborator who is in the final stage of their career. It usually includes the guidance of an experienced coach in this type of process who guides the person in their transition to this new moment.
Outplacement in these cases usually includes financial planning, search for opportunities for personal projects, psychological support, and even access to work tools or office space for a certain period so that the person can establish themselves as an independent professional.
In this case, the company's main objective is to provide its employees with the necessary tools to take the next step in their professional career. Dismissal processes from an organization are moments of great challenges in which a person not only has to make employment decisions, but also in many cases face a change in their life plans and a sense of purpose and development for their life.
The support of employing companies in the recompositing of the person's life project, as well as the generation and implementation of new strategies and action plans, is highly valued since it allows the collaborator who has been or will be fired to take the next step with calm and emotional support.
In many cases, anger, anxiety, loss of self-esteem, and economic uncertainty negatively influence planning. Therefore, having a supporting structure is essential to achieve an orderly transition for a new beginning.
“In situations of specific departures or due to issues of restructuring or reorganization, outplacement takes on significant relevance,” highlights Matiana. “Supporting someone who was a collaborator of the company and helping them on their path to reinsertion into the workforce demonstrates that the organization remains committed to those who contributed to its objectives”.
This commitment is recognized by all collaborators and by those who are considering starting their relationship with the organization. When a company intends to allocate resources to the transition or relocation of its collaborators, demonstrates its values and interest in their people, even after their retirement or dismissal.
Due to the training needed to guide outplacement processes, the most common way to carry it out is through the hiring of external consultants whose experience allows a solid and useful process for the collaborator.
The Human Capital Services Advisory team at Grant Thornton Argentina is formed by professionals whose work focuses on strengthening the collaborator to re-enter the labour market or assisting them in planning their new projects. Our experts guide the person in reflecting on their personal and professional attributes and in implementing a short, medium, and long-term action plan.
"Our outplacement services are comprehensive, they work considering the emotional aspect of the situation and the 'grief' due to the end of the employment relationship. They also comprehend strategies for searching new challenges and financial aspects to manage the transition," concludes Matiana Behrends.
