Volunteer program staff reduction with OutPlacement
As part of the dual volunteer program, the company approaches the target workforce for staff reduction with incentives (including severance pay, outplacement) for an amicable separation. The company is free to decide who is approached and whether applications are accepted. The employees are also free to decide whether they want to participate and which outplacement provider they want to choose.
Table of contents
What opportunities does separation management offer?
Why is the volunteer program referred to as "double"?
Are there volunteers and rejecters among employees?
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The full interview "Volunteer program"
What options does separation management offer?
In professional severance management, the "double volunteer program" offers the opportunity for a fair, relaxed and future-oriented win-win. In contrast to mass redundancies or a wave of layoffs, the need for the company to cut jobs is resolved jointly and amicably with the employees and the works council. Both sides accept the interests of the other and take them into consideration. The program also offers an approach to employees' fears and concerns about the future.
Why is the volunteer program called "double"?
The measure is referred to twice, as the employees addressed can volunteer and the company must agree to their participation in each individual case. In this context, the company can exclude individual employees who cannot currently be replaced for operational purposes. It should actually be called a "fourfold volunteer program", as the company can voluntarily decide in advance who will be approached and the employees can freely choose the outplacement provider from three.
Are there volunteers and rejecters in the target workforce?
That is a little more comprehensive. There are determined volunteers; interested parties who still need to be convinced; those who reject the idea but would like to be involved; volunteers who the company wants to keep. The most difficult part is convincing those who have declined and, in some cases, those who are interested. For the service and know-how providers who have volunteered, you have to have more than just a rejection from the company (retention program).
Differentiation between outplacement and transfer company
Management and executives operate in an application market with much more individual requirements. This is why OutPlacement professionally prepares and supervises internal and external applications with many individual requirements as well as the assessment for a change to self-employment. Standardized procedures in group events based on general handbooks cannot really help this target group. They need a detailed management balance sheet just to prepare for the application market, which must be prepared on a 1:1 basis by management-experienced NewPlacement coaches. The interviews with headhunters and decision-makers in the company must be prepared individually according to the respective demand factors (success presentation). In the decision-making phase, special re-briefings are expected that go far beyond any standard. The providers of transfer companies often negate these requirements and refuse to work with management and executives with an outplacement provider.
Volunteer program for staff reduction with OutPlacement
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