Process Management
Understanding Outplacement as a Process
Separation must never be seen as an isolated event. It always has a cause and an effect. Thus, consultation must be comprehensive throughout the outplacement process, and a communication concept must thoroughly and consistently accompany and manage the changes taking place.
Only experienced consultants are able to recognize the manifoldness of dynamic development processes and, based on this, develop a positive solution strategy in joint dialogue with the company and the employees affected by the change.
Decision Phase (Best.Placement Phase)
- Educated decision for change
- Driving forces
- New goals and visions
- Involvement of worker’s council
- Final decisions
Preparation Phase – Information and Consultation
- Information from Economy Board
- Negotiations with worker’s council
- Negotiations on social compensation plan
- Selection procedure
- Identification of affected employees
- Grounds for severance
- Discussion material
- Arguments and objections
- Agreement between personnel management/worker’s council
- Organization of meetings
Discussion Phase
- Implementation of measures agreed on in interest reconciliation and social compensation plan
- Supervisor’s task
- Participation of personnel experts
- Who leads the discussion when and for how long?
- Issues and offers
- Severance meeting
- Crisis intervention
Follow-up Phase
- Support for affected employees
- Follow-up meeting
- Negotiations
- Legal clarification
- Further procedures
- De-escalation measures
Redirection
- Company (or department) redirection
- Support for remaining employees
- Evaluation of the Process, Controlling and Support
