Outplacement After Layoffs: Three Tips for HR Leaders

DID YOU KNOW? According to a survey conducted by the Society for Human Resource Management (SHRM), 63% of HR professionals reported an increased workload during periods of layoffs and restructuring.

Layoffs can also take an emotional toll on HR professionals who are tasked with delivering difficult news to employees and supporting them through the transition process platforms. This article explores the transformative impact of technology on the effectiveness of virtual outplacement.

💡A study published in the Journal of Business and Psychology found that HR professionals involved in layoffs reported higher levels of emotional exhaustion and job dissatisfaction compared to those not involved in such activities.

Here's Why HR Leaders Endure The Greatest Impact During Layoffs

89% of outplacement services include online tools that are easily accessible.

  • Increased Workload: Handling various tasks related to workforce reduction, including communication with employees, coordination of severance packages, legal compliance, and outplacement assistance.
  • Focus on Employee Wellbeing and Morale: prioritizing efforts to support the emotional wellbeing of remaining employees after layoffs.
  • Strategic Role of HR in Layoff Planning: Helping organizations identify positions for elimination, assess skills gaps, and develop plans for retaining key talent.
  • Emotional Toll: Delivering difficult news to employees and supporting them through the transition process.

HR leaders are instrumental during layoff planning due to their multifaceted roles and expertise in managing human resources within organizations. They bring essential expertise, guidance, and support to layoff planning processes, ensuring legal compliance, strategic alignment, effective communication, employee support, culture preservation, and organizational recovery. Their leadership during layoffs is indispensable for navigating challenging transitions while upholding the organization’s integrity and values.

Here Are 3 Essential Tips for HR Leaders to Navigate Layoffs

1. Prioritize Personalized Support:

Virtual coaching programs see a 86% increase in productivity.

Each affected employee has unique skills and aspirations. One-size-fits-all solutions won’t suffice. Offer tailored career coaching, resume assistance, and skills assessment to maximize their chances of finding new opportunities.

Given HR leaders’ constraints, providing in-house solutions is challenging. Opt for a dependable outplacement services provider to efficiently address employees’ needs.

Want Tailored Assistance for Your Employees? Let us support you!

2. Embrace Scalable Technology:

  • Virtual career fairs enable dynamic employer-employee connections, fostering networking and potential matches.
  • Online networking platforms provide continuous opportunities for professionals to expand connections and explore job prospects.
  • AI-driven job matching algorithms offer tailored recommendations based on candidate profiles and job requirements.

These tools streamline the outplacement process and enhance the overall experience for employees, granting access to a wider array of opportunities. HR teams benefit from platform automation and data-driven insights, allowing them to efficiently manage and track outplacement activities while providing personalized support to transitioning employees.

Virtual career fairs can be accessible to anyone with an internet connection, including those who are disabled, live in rural areas, or are military spouses.

3. Foster a Culture of Care and Transparency:

Layoffs breed uncertainty and anxiety among remaining staff. Cultivate a culture of transparency by openly communicating reasons for layoffs, available support, and the organization’s commitment to their well-being. Encourage empathy and provide avenues for feedback to maintain trust and morale.

Facing uncertainty, financial strain, and the pressure of re-entering a competitive job market can lead to increased stress, anxiety, and even feelings of depression.

Ready to support your employees through these challenges?

Investing in outplacement post-layoffs isn’t just about supporting departing staff; it’s about safeguarding the employer brand and ensuring future success.

Prioritizing personalized support, leveraging technology, and fostering a culture of care and transparency allows HR leaders to navigate layoffs compassionately, benefitting both departing and remaining employees.

Kristina Karcic-Ehret
Kristina Karcic-EhretSVP, People
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Job Helpers has been an exceptional partner, significantly enhancing our offboarding process for employees leaving under non-voluntary circumstances. Their assistance has provided our former staff with invaluable guidance and reassurance during a period of uncertainty, which is particularly crucial given the current global economic challenges we are experiencing.

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