Outplacement has an opportunity to deliver greater value to individual careers and contribute more positively to the health and success of their clients' organisations.
Working with individuals who have experienced outplacement at various levels illustrates the need for a new process that delivers career long benefits. Academic and customer satisfaction studies over the last few decades highlight this. For example, outplacement is challenged for focusing only on re-employment [Davenport, D. W. (1984). Outplacement counseling: Whither the counselor? Vocational Guidance Quarterly, 32, 185-190] and for having little or no interest in studying the results from the perspective of individual clients [Wooten, K. C. (1996). Predictors of client satisfaction in executive outplacement: Implications for service delivery. Journal of Employment Counseling, 33, 106-116].
More recent studies offer new insights but the example of the challenges above best illustrate the need for innovation in the aims, delivery, results and measurement of quality outplacement services. Why? Because the need for change highlighted in 1984 and 1996 has had enough time to sink in.
Have you gone through an outplacement process as an individual? Has your company engaged an outplacement consultancy? What were your experiences? What were the results? What were the longer-term outcomes? If you have an opinion please comment here or email me at worklifefusion(at)googlemail(dot)com