OutPlacement - NewPlacement - Career coaching

NewPlacement AG
Meisenstraße 96
33607 Bielefeld Germany
Telephone: +49 (0) 521 8009368
Fax: +49 (0) 521 80189337
E-Mail: info@NewPlacement.de

NewPlacement AG - deutsch
NewPlacement AG - deutsch
NewPlacement AG - french
NewPlacement AG - french
  • Christof Küchler

    The holistic and individual


    NewPlacement goes a step beyond classic outplacement by combining consulting with management coaching and aspects of marketing & sales.

  • Angela Babel

    The holistic and individual

    Candidate viewpoint

    Optimizing your application process - NewPlacement coaching is based on the insight that successful managers are often experts in their fields but less so in marketing themselves.

  • Norbert Roseneck

    The holistic and individual

    Company viewpoint

    Safeguarding your reputation and workflow - Providing constructive support for a manager's reorientation rather than mere "compensation" will smooth the difficult process of severance and prevent damage to your company's reputation.

  • Sabine Knierim Tribouillier

    The holistic and individual

    Career coaching

    Coaching originated in competitive sports, where it is used to increase both individual and team performance. This concept has found its way into the business world


    About us - our approach

    Innovative methods - NewPlacement takes classic outplacement consulting to the next level: a holistic, individualized approach.

  • Various


    Can I switch outplacement companies during my consultations? - Do you use psychological testing? - Why doen´t NewPlacement use video training? - What do you tell my company about me? - and so on ...


The first hours of separation
The superior/owner/supervisory board chairman and the personnel manager quickly get to the point: Here and now the cooperation ends. In spite of all foreboding, a wave of emotions breaks over the person concerned: Surprise, disappointment, anger, despair and fear of the future. Therefore, details of the separation should only be discussed in the following days. From this point on, the further career path of the person concerned is already decided with chances and risks.
In the negative case, the affected person can only get rid of the inner pressure in the form of telephone calls with family, friends, colleagues, employees and customers with words like ingratitude etc. in the victim role. The company informs employees and customers that they have parted with the best of intentions, that they are making an immediate new start because of the future or that they could not agree on the strategic direction for the future. This communication can only be corrected afterwards with a great deal of experience. Otherwise, it often penetrates to personnel consultants or future target companies. With the consequence of a large number of rejections, as "victims" are not sought after in the job application market. In the further course of the process, an (intermediate) certificate with a corresponding final paragraph is then created and, if necessary, mutual injuries may unconsciously resonate between the lines. If the person concerned now receives legal support, which ignores the future and aims to get maximum money out of the separation ("they should bleed"), then the chances on the job market are significantly reduced without professional support.
In a positive case, the person affected first talks by telephone with an independent "separation companion" who stands for fair separations and sees both sides realistically. In this telephone conversation, the strategy for the first 48 hours after the separation interview is discussed. In particular, internal and external communication by the company and the person affected must be addressed immediately, as it is difficult to repair afterwards. Telephone calls with friends, who are all "separation experts" and advise "don't take any crap", colleagues "pick up sympathy" and customers must be avoided during the first emotional hours. After that, a personal meeting with the "separation counselor" should be held at short notice to discuss milestones of the separation strategy (behavior, communication, termination agreement, etc.) and the "set screw model" for stress-free negotiation of the termination modalities. In this discussion, the reasons for the separation should also be discussed and mirrored from the outside so that the transition to NewPlacement can be prepared. If necessary, further support by a lawyer or tax advisor will be initiated. Ideally, a proactive approach to the reorientation can be taken, building on good GOOGLE content, testimonials and references. Revenge and legal disputes have no place here and usually only cost time and money.