Last week’s news bulletins played footage of Deutsche Bank employees leaving their offices carrying cardboard boxes probably elicited a variety of feelings in viewers. Perhaps some are envisaging themselves in the departing employees’ shoes. Perhaps some have been there. Others will be thinking of employees they have had to let go and the responsibility they bear to their current employees.

We have already looked at why it is important and beneficial for employers to invest in their people at all stages during the employment cycle. But what does that look like in practice?

Investing in departing employees doesn’t mean cheaply discarding them.

When asking for our proposal for an outplacement assignment, one executive said: “We want to give the employees we let go a soft landing, but we don’t want to put too much into it.” When asked what he meant, he said, “Is there some online way to do this cheaply?”

There are many such ways, and in some cases they are entirely appropriate. There will be times when the job market is flourishing or when the employee in question is incredibly self-sufficient, has a battery of sought-after skills, and perhaps has youth on their side.

For senior executives with long service, or during times when the job market is a difficult or uncertain place to navigate, a deeper level of support may be required. In order to manage departures positively and ensure a successful ongoing relationship, a cheaper online option is not sufficient.

Think about what action you need to take and when.

PRS are available at every stage and our service doesn’t start when the severance agreement is drawn up. We will talk to you earlier on before any decisions have been taken and can work with you and support your in-house team during any initial consultation process. If you have a limited HR resource you may want to consider this option.

When you decide to meet us after a decision has been made we will help you decide exactly what level of support you want to give to each departing employee. We are flexible in our choice of programmes. One HR Manager who hired us for outplacement said: “I want a mix of online, on-the-phone and in-person connections. These people need real support and specific advice, not just webinars and tutorials.”

A bespoke and appropriate programme for each individual.

Overall we believe that regardless of the mode of delivery of services for exiting employees, companies should not make it about severing a relationship but rather view it as investing in an ongoing relationship. We don’t make it complicated and always tailor our level of programme to your budget and the needs of the departing employee.

For more information about our tailored Outplacement services, please contact PRS here.