What is outplacement?

Outplacement is the deliberated decision to separate from one or more co-workers.

This separation leads in the individual case
· to the notice of termination or
· to the issue of an annullation contract

The reasons for such a separation lie in the necessary adaptation to changed circumstances.

Such changing may have many reasons:

· Changings in the market can cause, that a market segment was lost or also, that a product cannot be produced anymore economically.
· Changings can be centric to business, for ex. changed management- and organization structures with from it resulting changed requirement profiles.
· But also in the personal, individual development of the co-worker may be the reasons for such alterations.

The outplacement-consulting of GundB supports your company of two kinds:

Individual-outplacement : preferably for executive personnel
Group-outplacement : preferably for tariff co-workers

The typical cases of the outplacement-consulting are described on the following sites. In the concrete case the consulting service will be tuned to the specific situation of the company.

Why outplacement-consulting?

When the decision for separation from one or more co-workers is made, it needs to pay attention, that such a solution can evoke consequences over the concrete case:

The notice of termination ...

… leads often to a complaint of the concerned person at court. The expenditure of time and the costs of the proceedings stand usually in no relation to the risk to loose the court procedure.

The environment ...

... perceives a - however natured - separation often as a negative act, as an arbitrary act of the company.

In the collegiate circle of the co-worker may occur insecurity, which builds up fears and reduces motivation. The consequence is falling productivity. The expenditure to restore a disturbed relation of confidence is immense.

In the out-of-company environment separations are often percieved as an expression of an arbitrary act of the company and leads to a negative echo in the mass media with all its resulting influences in regards to the position of the company in the market.
All these secondary phenomenons of a separation should be avoided, respectively to keep these as small as possible.

It's necessary to develop a form of transformation,
· by which in a plausible argumentation the comprehension of the planned separation may be reached and on this way the contractual solution may be started;

· by which the motivation and productivity of the remaining co-workers is not derogated;
· by which the image of the company in the environment is not negatively influenced;
· by which the expenses of costs and time are held small.
Here the special consulting, the outplacement-consulting enters: it helps the company and the co-worker(s) to realize a faire and social compatible separation.

It relates equally to all co-workers, as with or without executive responsibility.

The benefit for the company

The faire form of the separation avoids severities for the afflicted person.

It will be avoided, that a co-worker, who leaves in strifes, comes back with his lawyer and/or calls attention on the company in the public or at the competition in any unkind manner.

The unexpired time of contracts can often be obviously reduced.

The (executive) structure can be adapted to the new requirements.

Career development positions are not blocked, what lifts the motivation and loyalty of the other co-workers.

As part of a positive entrepreneurial culture negative announcement effects against other co-workers will be avoided.

Companies, which are known for a faire and efficient management style, are for outside positioned specialists and managers more interesting, than those, which hit the headlines with a 'hire-and-fire' policy.

The benefit for the afflicted co-worker (m/f)

Development of the argumentation for the separation (what is especially important for explanations facing the family, the colleagues, friends, neighbors and acquaintances).

The frustration of a stagnating carrier will be finished.

Common development of a positive basic positioning.

The applicant becomes better acquainted with his own fortes and weak points - unstressed by the professional every day life - and is enabled to present himself more convincible.

The professionally prepared change of position gives the afflicted person the chance to find for himself a more appropriate task in the market.

The search of position will not be set on like amateurs do but like specialists do.

The risks during the changing will be essentially reduced by the experienced consulting.

The chance to find a new acceptable job position in the next time is high.

In the consultant he has a partner (tutor-principle), who is for his disposal at every time until a solution is found for his problem and whose whole experience, as well by consideration of ethically-morally, as also economical points of view, he can make useable for himself.

The procedure at individual-outplacement

Individual-outplacement is the appropriate form, when the company wants to separate from a manager.
It performs in three levels :

Consulting in the forefield of the separation

With the entrepreneurial administration the outplacement-consultant develops a argumentation opposite to the concerning person, the colleagues and co-workers, as well as opposite to the environment of the company. The aims are:

· to deactivate negative effects to inside and outside or to limit its extent;
· to make the situation transparent, which leads to the separation and to achieve at least through plausibility a certain comprehension for the measurement;
· to develop options, how the company will behave towards the co-worker.

Consulting during the separation

With the entrepreneurial administration the outplacement-consultant develops a separation agreement with the intentions:

· to clear and fix in written form the mutual obligations;
· to shorten the unexpired time of the contract if necessary.

The outplacement-consultant leads with the afflicted person several guide-line talks in order to:

· elaborate a fortes-/weak points profile and to evaluate the knowledges, abilities and experiences
· precise the professional options for development of success-promised strategies and experiences;
· give advices and effective instruction for the application situation (selection of the target companies, documents, application interview);
· give help, especially to self-help.

The consulting after the separation

The entrepreneurial administration will be - in agreement with the afflicted person - constantly informed of the progress of the outplacement-consulting.

For the afflicted manager the outplacement-consultant is at disposal for a period till one year, in order to:

· prepare concrete application actions;
· analyze feedback from the application situations and to adjust the further procedure;
· control the ideas of the client at vacancies at GundB -customers.

The procedure at group-outplacement

Group-outplacement is the appropriate form, when the company wants to separate from tariff co-workers.
It also performs in three levels :

Consulting in the forefield of the separation

With the entrepreneurial administration the outplacement-consultant develops a argumentation opposite to the concerning person, the colleagues and co-workers, as well as opposite to the environment of the company. The aims are:
· to deactivate negative effects to inside and outside or to limit its extent;
· to make the situation transparent, which leads to the separation and to achieve at least through plausibility a certain comprehension for the measurement;
· to develop options, how the company will behave towards the co-worker.

Consulting during the separation

With the entrepreneurial administration the outplacement-consultant develops separation agreements with the intention to clear and fix in written form the mutual obligations.

In groups with up to 10 afflicted persons the outplacement-consultant leads at first a ½-day lasting guide-line talk

· with general considerations about the new professional orientation
· to give practical hints for the creation of the application documents
· to give practical recommandations for the behavior and procedure during application interviews.

In single talks with the afflicted persons

· individual questions will be cleared
· especially help for self-help will be given.

The duration of the talks is fixed with the entrepreneurial administration in advance.

Feedback during the separation

The entrepreneurial administration will be informed over the progress of the outplacement-consulting.