The employer brand has a moral responsibility towards the employees. This is because the existing employees are considered to be more loyal to the organisation. When the organisation provides the outplacement services, it demonstrates the commitment of the organisation towards the welfare of the employees. Separating the employees from the organisation is a difficult task and with the outplacement services in place the employees don't feel dejected and rejected.
Here are some of the key benefits which the organisation can get by availing the outplacement services:
It is often seen that the disgruntled employees often post negative comments about the company on various websites such as Glassdoor which are often looked up by the job seekers before making a job application. The presence of outplacement service shows respect and support towards the employees who are no longer a part of the organisation. This also helps in the mitigation of the feelings loaded with anger or resentment.
The prime aim of an outplacement program is to get the outplaced employees hired into a new position at a faster pace. The goal is to reduce the turn around time in comparison to the scenario when they themselves look for a new job in the absence of any assistance. This way a form of career transition service can be provided to the employees and the cost associated with the unemployed members of the workforce can also be reduced.
The loss of the job is one of the stressful event for any individual. But there comes a time when the companies are left with the only option of downsizing the staff strength, during those times, helping the affected employees in a compassionate manner and helping them in the career transition can be a good gesture. When the employees are set on the new success path, the organisations feel less guilty of outplacing the workforce.
The retained employees are also worried about their job security when the company is set on the path of downsizing. The questions about the values of the company will hover in the minds of the employees. At such hour, taking the help of an organisation offering outplacement or board advisory service can help in showing the employees that their well being is safeguarded by the organisation and they are of great value.
The risk of being sued for unlawful termination of the employees is always there. The risk aggravates when the employees feel that they are not supported by the employer at such a crucial hour. In such time, the outplacement service helps in reduction of the litigation risk that may otherwise arise.
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Cornerstone provides the added value of advisory board that additionally gives important values in various terms. Cornerstone advisory board works with the advisory board and CEO to define specific objectives. We provide a variety of important services including the advisory services, Career Transition Services and many more. We do not duplicate the efforts of advisory board but provide assistance in terms of: Board Advisory Services.
When it comes to career transitioning, Cornerstone provides an extended support and services that includes:
Apart from all the above mentioned services, cornerstone makes sure that the transition which can be an emotional change is handled with utmost sensitivity. We understand that this process can effect tremendously on a leader so we provide a service considering all of that. We make sure of passing the message with firmness regarding treating an employee with dignity and respect. Our Outplacement Services are highly recommended by our already existing clients. Cornerstone is a company with wide variety of networks as we are a multinational company. We are partners with both international companies as well as potential start-ups. We provide services in talent solutions, leadership consulting and executive search. Our approach has always been to give our clients a personalized service by completely understanding their business. With us you can have a long term partnership of trust and quality service. Our Indian branch is expanded over major cities of the country and we are expanded over major countries of the world. Cornerstone International Group has been a dedicated company in services like board advisory, outplacement, and Career Transition Services. We have been serving in the industry from past three decades and all these years we have gained knowledge and experience to serve the best. We aim at giving our clients ‘best of both the worlds’ that is from large multinational companies to small and potential start-up business. Our goal has always been to satisfy out client’s need. Client is our priority and we have designed a customized business strategy unique for every customer depending upon their need. Board Advisory Services.
Why Cornerstone?
Cornerstone’s Outplacement Services include:
Cornerstone Group apart from above mentioned services also provides other assistance to:
The advisory board practice is basically complimenting the board practice. This practice add value to you already existing factors and can help your business reach high levels. Service of outplacement can be very effective at a time when you want to explore different fields of your business. We at Cornerstone will help you in creating a positive environment to make sure that your goals are achievable in this time. This can also put a huge effect on organization’s standing, reputation and performance. We are developing fractional executives since 1989. We take time in understand one project that we get and our services are customized for every client that we work with because no one is same. Our speciality lies in simplicity and the things that we abide by are very simple- speed, quality, and value. We will serve you quality of service with excellence and meaningful result with our best candidates and wok ethics. We have the experience you will not find anywhere else. With an experience of so many years we understand a company’s needs, and the kind of result that they expect from us. Startup culture has now become an integral part of the Indian economy. The ever-increasing number of successful startups have made professional experts mull over the key characters that these ventures seek in their leadership teams. In this context, the professionals offering board advisory services to major corporates have identified the qualities discussed below that startups consider to be of utmost importance.
Expertise To Scale Up Most startups face the constraints of time and funds and hence seek leadership candidates capable of ensuring rapid growth. Hence, they give greater preference to candidates with an experience of scaling up the business growth that is far greater than the market average. Candidates with the passion to set targets for themselves and their teams, that take them well beyond their comfort zones and ensure significant business growth in relatively lesser time. Ability To Take Challenges Head-On Working for a stratup is often quite challenging in itself especially since the leadership candidates have to deal with countless issues and solve multiple problems on a daily basis. Hence, startups often look for ability toughness and tenacity in their leaders along with an ability to make difficult decisions in a confident manner. They generally prefer professionals with a demonstrated past in this context and hence often seek the assistance of outplacement service providers to find such candidates. Personality, Pedigree And Positivity Also known as the three P’s, the above qualities in leadership candidates help startups in ensuring that they present a strong face in front of the stakeholders, investors, and clients. Give that the startups need to undergo constant changes, leaders with a strong personality, enough expertise and a positive approach tend to be more successful in winning the trust of the people involved and associated with the venture. Felxibility To Tread An Unknown Path Establishing a startup is like setting on journey into the unknown, which is why leadership candidates with the flexibility to work in unpredictable conditions are much preferred. In most such cases, the startups may seek the assistance of career transition services providers having access to candidates capable of handing unpredictable events and scenarios and making decisions on the go. These candidates should be able to take the things as they happen in their stride and move on without looking back ad thinking. Every now and then, an organization and its people need energizing to boost sales and strategize for the future. Hiring board advisory services is an easy and inexpensive way to gain a third-party expert view of your current and future business challenges and craft an advanced strategy to it.
Here is a list of ways the advisory board can help you maximize your success: An Informal Group Of Experts An advisory board serves as a neutral and informal body consisting of outside experts that an organization can use as a sounding board for the current business challenges. Unlike a formal board of directors, this team of experts have an impartial view of your business challenges and has experience in tackling similar business challenges in the past. This helps you to craft a workable strategy that is tried and tested in the past. In addition to this, these experts can help you gain perspective on future business challenges to which you can take corrective measures at a much earlier stage. Gain A New Perspective On Your Business Another key benefit of an advisory board is that it encourages organizations to periodically step back and look at the overall direction of their business. By doing this, they can help you with the implementation of new programs such as outplacement services and career transition services. Such programs can help you with your brand gain loyal employees thus improving the overall productivity and efficiency of your company in the long run. Huge ROIs A common myth around hiring advisory boards is that it would take a lot of your time and would waste a lot of your money without any concrete results. But the truth is a complete opposite and is a huge benefit to any company that hires them. The Advisory board promises a far higher return on investment than one can imagine. By having a board of experts, the company ensures that any business challenge that the company is facing or may face in the future can be tackled with utmost dexterity thus setting the company on to the path of growth and success. Improved Productivity Of The Company By suggesting timely training programs and by implementing career growth strategies, advisory boards help you gain the loyalty of the employees and thus improve their productivity and overall efficiency thereby setting the company on path of success and growth. Strategy consulting can be defined as when an organization seeks the consultation of outside experts in order to get assistance in managing their organizations effectively. The strategy consulting firms India analyses the working process of the organization and then advises them to bring necessary changes in the operations, project management, as well as business strategies as per the requirements of the organization.
Not only they help you make the right business decisions but they also act as HR strategy consultants and help you implement more outward programs such as Outplacement Services in order to create a loyal team of employees in the long run. The simple purpose of these firms is to help businesses with their decision making when they have a complex problem to solve. Advantages Of Strategy Consulting The benefit of using these services is to make business operations better and make the company profitable in the long run. There are many benefits of taking management consultation. 1. Using The Knowledge Of Experts The foremost advantage of hiring a consulting firm is the expertise and the wide knowledge of the consultants that can be used to find the solution to the problem faced by the company at any given point of time. These consultants have sharp minds and years of experience with relevant education and skills to help provide you a whole new perspective on problems you are looking to solve. They have worked on similar problems in different organizations and have managed to gain the first-hand experience to tackle it in the best way possible. Even if its a new problem, their fresh methodology to deal with a specific problem can help bring something new to the table and can help you deal with it in an expert manner. 2. A Different Perspective To Look At Problems Another big advantage of bringing a firm is that they bring into a picture an impartial set of eyes to a problem, one that is not biased towards a particular solution and thus can actually help you deal with the problem rationally and from a different perspective. These people don’t work on a hunch but create long-term solutions on the basis of the skills and knowledge that they have. 3. Lesser Time Spends On Taking Important Decisions By using the services of a consulting firm, a company can save crucial hours, days or even months as they no more need to conduct deep research thanks to the expertise and past experience these consultants bring to the table providing fast and immediate solutions. 4. Making The Use Of New Skills It is always expensive to go through the hiring process every time something changes in the market. Consulting firms can help you study the market needs and can create a training analysis plan to help you identify gaps at an early stage so that you can bridge them in a timely manner without having to suffer the consequences. 5. Helpful In Exploring New Market Strategy consulting firms are the most beneficial when you are about to charter in untested waters or planning to expand in a whole new country with no idea about the rules and regulations in place. With their global reach and network, they can help you establish in a risk-free manner so that you can reap the maximum benefits out of your investments. Outplacement is an important element of an HR toolbox. Outplacement services are actually the most positive service to provide your employees in case of separation based on the needs of your business. There is still a stereotype towards talking about hiring a Career Transition services or provider or outplacement service provider but this is exactly it is even more important to have these services in place.
In order to talk about outplacement effectively and working towards truly supporting your employees in their career transitions, here is a list of three questions that you need to ask: 1. How Would I Know That My Former Employees Are Achieving Results? In the outplacement program, the return on your investment is everything you need to be interested in. ROI not only for you but also for your former employees. So how to best measure the return? In order to do this, make sure that the provider you are going to hire for the outplacement program has a quick way to access the information as well as the success of your former employees’. You can ask if they provide a progress report of their trainees. Make sure the reports are timely and contain all the relevant information you would be interested to know. For example, how long it took your former employees to land in a job once they were released from their current responsibilities. The second parameter could be how likely each former employee would recommend the company to others or positively promote the company’s brands amongst peers and friends. 2. Whether The Services Provided By A Company Are Relevant To Your Former Employees? Just because something seems like a workable strategy on paper does not mean that it will work out well in a real-life scenario as well. that it is a good idea in practice as well. The outplacement program is a highly personalized one as there is no one size fits all strategy here. They need to be flexible enough to accommodate actual peoples’ feedback, needs and, responses. So ask your provider about the duration of the services and if what would be the plan of action if the services are not relevant and impactful to the individuals taking it. There always needs to be flexibility as well as a pivot strategy depending on the feedback of the individuals involved. 3. How Do The Company Provide Resources Of Value—And Motivation—To The Employees That Are Impacted? This is the part where the discussion comes down to pure strategy based points without ignoring the human emotions involved. You need to keep in mind the employees’ feelings during this transition and ask for a plan including both value and motivational aspects in it. Try to understand in-depth how your service provider intends to address the fears and anxities of the employees. At the end of the program, they should be able to communicate his or her situation to friends and family and become positive about the next course of action in their career. The employee needs to feel supported at all the times be it in building their resumes or improving a particular skill in order for them to land a relevant job. When it is about business relationships, sustaining trust is highly important, particularly, when the consultants are contacted by the business organisations in order to navigate the tricky water.
There are certain behaviors of the successful consultants which help in distinguishing them from the rest. If you are looking to hire the outside expertise, and searching for ways to search for the right person; we tell you the behaviors demonstrated by successful strategy consulting firms India while embarking a trusted consulting engagement: Listening To The Problem At Hand It is a fact that if any business organization approaches a consultant, for instance, an HR strategy consultant, then they need advice for some problem that they are facing. In order to instill confidence in the client organization that the consultant has the potential to tackle the problem, they attentively listen to the problem at hand. Before the first meeting with the client organization, the consultants are required to do their homework about the business organization and the individual involved in the issue. This way, nothing in terms of information will be new to the consultant, and they can simply ask the doubts they have about the case. On the basis of responses supplied, they can provide a crisp proposal to the client organization for resolving the issues. Turning Down The Request Of The Client There are a number of consultants whose default response to everything is saying yes. This is being done out of the worry that their work may get dried up if the clients get annoyed. But, pleasing every client is not a trait of a successful consultant, particularly those providing outplacement services. The successful consultants extend a ‘no’ when the client asks for additional deliverables without any increase in the fee. The successful consultants are often seen turning down the request for a service when performance of the duties goes out of the professional capabilities of the consultant. The honest approach of the consultants is always appreciated by the client organisations in the long run. Pricing There are a good number of potential clients who try their best to squeeze the consultants on initial assignments with a promise of more gigs in the future. But, successful consultant firms usually don’t allow lowering the price. If the niche is significant one, and the charges seem to be appropriate, then the consulting firms may turn down the counter offer. Offering Creative Solutions There are situations when the consultants are approached by the client for the issues and matters which do not lie fully in the purview of the consultant. For instance, a digital PR consultant receives request from the client for SEO advice and tools or simply to manage the Facebook handle of the company. In such situations, out rightly rejecting the request may sound rude, so instead, the embrace the problem and try providing even a partial solution or the contact details of the right person to resolve the issue at disposal. This sounds to be more integrated and sophisticated. As we know that the main objective of outplacement is to reduce the number of employees working in the payroll of an organization. However, with so many companies offering, outplacement services, it is being sold as employee packages to the companies. The cost of outplacement is dependent upon a number of factors based on the specific needs of the organization and the professional level of the employee impacted by outplacement.
The cost of outplacement varies from employee to employee. But it is the responsibility of the organization to take care of the employees who have been loyal to them and helped them achieve the success in the business and above all, are losing the job for no fault of their own. However, there is no law that requires the employer to help the laid off professionals get into new jobs, but, it is a right thing to do. Still, a large number of organisations abstain from giving outplacement service to their laid-off employees. There are evidences which prove that the cost of not offering career transition services or services for outplacement is quite high in comparison to paying for a well-designed outplacement package. Here are some of the unspoken but proven cost outplacement brings with it:
Since the Earth is round, the laid off employees are going to become your customers, stakeholders, business partner or even competitors one day. They may even end up joining your organization again in a different capacity, for instance, as consultants offering board advisory services. So, they can bring a huge damage to the company’s brand at a later stage because of the disrespect and ill treatment given to them at the time of layoff.
Future employment also cost and the companies are required to consider this immediate cost which arises as a consequence of the showing the door to the existing employees. Also, when the lay-offs are not handled in a proper manner without any training to the managers in terms of delivering lay off notifications, the law suits by employees can cost the company of its two valuable assets i.e. time and money. Apart from the financial impact, it also brings with it negative publicity, leading to doubt on company’s integration further impacting the future income.
Not offering the outplacement opportunities not only impacts the employees who have departed, but also, the employers who are currently working on your payroll. It greatly impacts the productivity and engagement of the remaining staff members. It emotionally impacts them as watching your people, your friends being laid off without proper assurance for the future can be highly traumatic. Thus, the treatment of the organization to the laid off employees make the remaining employee feel insecure about their current and future position in the organization. In a sense, it leads to harbouring of negative feelings about the organization in the mind of employees who are staying in the organization. The considerable growth in skills gap as well as talent is the prime reasons which are driving organisations to become focused towards retaining the valuable talent. In this war of talent heating up day by day, it is the employee experience which plays a pivotal role. Since, the organisations and their employees indulge in scrutinizing each and every aspect of the employer-employee relationship, it becomes quite important to choose the right provider for outplacement services.
Here are the quick tips for both assessing the current provider as well as for hiring a new outplacement company:
Gone are the days when one-size-fits-all used to work effectively for each and every firm. These days the HR organizations are not only providing career transition services, but also maintaining a unique workplace culture by focusing on the goals, mission and values of the company, and the employee-employer relationship, the organization maintains. Thus, it is important to seek the service providers whose products and services can closely align with the platform on which the employees are already in. The service provider should be in a position to tailor its solutions in order to fit your business model. Adding the services of career transition and outplacement should complement the employee experience. In a nutshell, the company should be in a position to offer personalized as well as customized services for the purpose of transitioning the employees.
The top concerns for HR departments these days is to provide a positive employee experience and at the same time maintaining the employer brand. They are required to track as well as analyze the progress of transitioning employees. Thus, the provider is required to deliver the current and relevant data which provides transparency and also helps in calculation of the ROI on outplacement investment. The service providers are thus required to make use of innovative technology for efficiency and a personalized touch to practice empathy. Make sure to check that the technology solutions provided by service providers are quantified and supported by results as well as statistics. Look for a service provider that is a perfect blend of technology and personalized approach.
The HR team is required to be really quick during the layoff process because even a slight delay on their part can adversely impact the employer brand and result in losing the remaining employee’s level of trust. It is the prime function of the outplacement company to ensure that the process of layoff is completed in a simple and hassle free manner. The provider should have a system of contacting the employees for necessary career transition coaching and other services days after layoff notification is received by the employee. Check the past effectiveness of the company and its brand reputation before making an appointment. The outplacement companies are playing a key role in talent management, career transition of employees and brand reputation for employer. |
AuthorCornerstone India is a leading player in CXO Search, Board Search for Independent Directors and Leadership Advisory services. Archives
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