An outplacement process is an unfamiliar concept to many people, until you have to deal with it yourself. Whether you have been told that your job will be abolished or that your organisation is reorganising: the step to a new job raises many questions. In this article, we answer the most frequently asked questions about the individual outplacement process, so you know exactly where you stand.
What is an individual outplacement process?
An individual outplacement programme is a personal coaching programme that helps employees transition to a new job or career direction after losing or leaving their current position. The path combines career coaching, self-reflection and practical job application support, fully tailored to the individual and their situation.
The word “individual” is not an afterthought here. In contrast to group programmes, an individual programme focuses on your personal situation, ambitions and pace. Together with an experienced career coach, you work on understanding your talents, formulating a new career goal and the concrete steps to get there. This may mean taking a new step quickly, but it may also mean first taking the time to reflect on what you really want.
When are you entitled to an outplacement programme?
You are entitled to an outplacement programme when you are dismissed or your job becomes redundant, for example due to a reorganisation, company closure or the expiry of a temporary contract without extension. Some collective agreements and employment contracts stipulate outplacement as a right in the event of dismissal.
The exact conditions depend on your employment contract, the applicable collective agreement and the agreements your employer makes at the time of dismissal. In many cases, outplacement is included in a social plan or laid down in a settlement agreement. It is therefore wise, when you are dismissed, to always take a close look at what is included in the dismissal agreement and discuss this with your employer. You do not have to find out on your own: a career coach or legal advisor can help you.
How does an individual outplacement process work?
An individual outplacement process usually proceeds in a number of successive stages: from orientation and self-understanding, to formulating a career goal, and then to active guidance in applying for and finding a new job. The exact details differ from person to person and from agency to agency.
The phases of an outplacement process
The first phase focuses on self-insight. Who are you, what are your strengths and what do you want in your next step? This is a valuable period to (re)discover what drives and animates you. A concrete career goal is then formulated, after which the focus shifts to the job market: what does it look like now, how do you apply effectively and how do you stand out as a candidate?
Throughout the process, you work closely with your coach. You and your coach determine the pace and direction together. Sometimes this is a targeted search for a similar job, sometimes it is a conscious change of direction. The path does not end until you have taken a new step that suits you.
What is the difference between outplacement and career coaching?
The main difference between outplacement and career coaching is the reason and purpose. Outplacement is specifically aimed at supporting employees who lose their jobs and are looking for a new workplace. Career coaching is broader and can also be used when you are still employed but need direction or development in your career.
Outplacement focuses on the transition to a new employer or work situation, including practical support in applying for jobs and networking. Career coaching focuses more on personal growth, self-insight and making conscious choices in your career, separate from a concrete dismissal situation. In practice, the two forms regularly overlap: an outplacement process also contains many elements of career coaching, because sustainable employability goes beyond finding the next job.
Who pays for an individual outplacement programme?
An individual outplacement programme is paid for by the employer in most cases. This is often part of the severance or social plan drawn up in the event of a reorganisation or dismissal. The costs are usually included as compensation in the settlement agreement.
In some situations, an employee can choose which agency to take the route with, provided it fits within the agreed budget. If the employer does not offer or reimburse outplacement, there are also options through the UWV or through a personal budget, such as a training budget or an individual career budget. It always pays to discuss this with your employer or HR department before starting a programme.
What does an individual outplacement process deliver?
An individual outplacement programme delivers more than just a new job. It gives you insight into your own talents and motivations, increases your self-confidence and helps you make conscious long-term choices. The result is not only a new job, but also a stronger foundation for your future career.
Participants often find that the process gives them a better understanding of who they are, what they want and how to achieve it. This clarity makes the application process much more focused and effective. Moreover, you learn skills that you will continue to use in the future, such as networking, presenting yourself and dealing with change. So a good outplacement programme not only invests in your next step, but in your sustainable employability in the labour market.
How Nieuwkans helps you with your outplacement process
At Nieuwkans, we believe that every outplacement process is as unique as the person going through it. We do not offer a standard programme, but always tailor-made solutions that focus on you as an individual. From our location in Utrecht, our experienced career coaches guide you step by step towards a new future that suits you.
This is what we offer you within our outplacement programme for employees:
- Personal coaching by an experienced career coach, fully tailored to your situation and pace
- Understanding your natural talents and cognitive behavioural preferences through the science-based BrainsFirst methodology
- Concrete support in applying for jobs, networking and presenting yourself in today's job market
- Space for reflection and (re)discovering what drives you and what you really want
- A path that goes beyond a new job: focusing on long-term sustainable employability
Want to know more about what we can do for you? Feel free to contact us and we will discuss together which step suits you best.