What People and Culture Managers think an Outplacement Consultant does – and what I actually do.

What you think I do

1. Provide on-site on the day support to those directly impacted by redundancy

What I actually do

For the manager

I provide support over the phone to the manager giving the news in advance of the day helping them think through everything from communication and re-deployment options to whether they would like this person to work out their notice or leave immediately, and how.

I support the manager giving the news on the day and debrief with them afterwards because it’s a stressful situation for them, no matter how many times they have done it before.

For the retrenched individual

I attend your workplace on the day the news is given to provide psychological support to those who have just heard their position is to be made redundant. If you are giving the news to many people at one time, I may bring a team of outplacement consultants so we can ensure no-one is waiting to speak to us.

I stay with people until they are able to leave the workplace safely or a friend comes to collect them (sometimes this takes several hours). I advise on safe transport home and help people manage their reactions (often shock, anger and grief). I provide information about the outplacement service and what it covers, my phone number and email, obtain the individual’s contact details and make a time to meet the retrenched individual the next day to start working on future plans. 

Once a retrenched employee was extremely distressed. I was brought into the room before the managers had even finished what they planned to say. She insisted on leaving and walked out of the room and started looking for her car on the street, describing to me how she was going to kill herself. It was a very stressful situation and, as we walked, I talked to her and tried to talk her out of it. I kept in contact regularly and helped her focus on a bright future. I made sure to meet her every time she wanted a face to face meeting (twice as often as was typical) and she found a new role within a month.

Training for all

I also design and deliver workshops to: 

a) help managers understand how to manage the people aspects of change effectively and 

b) help people manage themselves and their emotions during times of stress, change and uncertainty.These workshops help people understand the reactions and emotions they are likely to experience and help them appreciate others key needs, what others need from them and how this need will present itself.

2. Help retrenched workers with their resumes and finding another job

I meet with each retrenched worker receiving an outplacement program each week and we start off by discussing how they are feeling – this can be a big one!

I also ask who they have told (to check they have told someone and how much support they have) and I reinforce the many ways I can help them.

I encourage them to call and email me during the week for support and feedback too.

I ask them to tell me their thoughts about what they would like to do next. While many people wish to find a job exactly like the last one as soon as possible some people wish to explore new career opportunities or training, entrepreneurialism, a portfolio career, moving overseas or transitioning into retirement. I support them in any direction they wish to go.

Before we start discussing jobs and careers, I check how they are doing psychologically and guide them to some tools and techniques to build resilience and manage their mindset. This is a very key part of the outplacement service I provide – without being in the right frame of mind it’s more difficult to the individual to present themselves well and manage their “brand” in person and online, never mind in application letters and interviews.

As well as providing help and guidance to take their next step I provide useful connections, any hot leads I have, help them identify useful websites and online resources which will help them plus provide contacts for any other support services they may be eligible for.

Together we explore

• Career aspirations
• Strengths, values and preferences
• Thought and language patterns
• Barriers that may be holding them back and how to overcome them
• Techniques to manage their mindset 
• Opportunities and new directions
• Training courses
• Useful contacts
• Entrepreneurship and sources of support
• Transitioning to retirement
• Demystifying job applications and job search
• Writing an impactful resume and application letter
• Applying for vacancies online – tips and what not to do
• Finding suitable vacancies
• How recruiters can help
• Branding and online networking/social media
• Finding the hidden jobs
• Interview skills, the different types of interview and how to shine at interview
• Assessment Centres and how to do well 
• Negotiating a new salary or flexible working arrangements

and more!

Between face to face meetings (which are located as far apart as Port Adelaide, Elizabeth, Meadows and Aldinga Beach) I am reviewing resumes and applications, providing feedback and keeping in touch with clients, responding to their needs.

What’s this “and more”?

As well as focusing on a new career direction and a resourceful mindset I also have assisted and supported people going through redundancy who were also experiencing or just recovering from:

• Separation
• Divorce
• Traumatic coercive relationship
• Cancer
• Heart attack
• Serious drug usage
• Police prosecution
• No fixed abode
• Financial difficulties
• Just committed to a new mortgage which they will struggle to pay without a salary

Of course, the employers didn’t always know about these personal circumstances.

A good outplacement consultant is also a bit of a coach, support worker, counsellor and buddy – and must be someone who cares. 

As an outplacement consultant I am someone who is there for them, someone who puts in the effort, who will meet them where it suits them, someone who follows up with them if I get “radio silence” and makes sure they are going OK.