Outplacement programmes for individual senior executives

There are many different types of outplacement programme. All are designed to meet the needs of specific groups of job seekers.

One of the most specialised groups is executives, of course. That’s why London Outplacement offers a specific programme for those in senior and leadership roles.

This quick guide offers insight into executive outplacement programmes, what they offer and how they differ from other services.

What is an executive outplacement programme?

An executive outplacement programme is designed for those who’ve been made redundant from senior management positions. It recognises the specific issues they face as they look for their next opportunity. The aim is to bring clarity and focus to any job search by providing guidance on all aspects of the process.

As with all our programmes at London Outplacement, this one provides high-quality individual coaching via Skype, WhatsApp, FaceTime and/or email. It also includes help with writing a keyword-optimised CV, coaching to prepare for an interview, up-to-date job-search strategies and advice on how to build and use your LinkedIn network to reach out to target organisations.

What is the difference between executive outplacement and other types of outplacement such as group outplacement?

Executive outplacement and group outplacement are opposite ends of the outplacement spectrum. Whereas group work is one-to-many, executive outplacement is one-to-one. With a group outplacement package, you’ll have to attend the programme at specific times and at designated locations. By contrast, you decide where and when you get the help you need with an individual programme,

You can talk to your coach on the phone (or via video link), so you don’t have to travel to a meeting. You can arrange your coaching sessions to suit your schedule, You’ll also get a lot of bespoke services from experienced career specialists who willl write drafts of your CV, cover letters, and reach-out letters for you to adapt.

Although there are other programmes available at London Outplacement, all include an online outplacement programme as well as one-to-one coaching. Executives receive more done-for-you services and have more coaching time, so the difference between standard, executive and director outplacement is only distinguished by the amount of help and time provided, not by the quality.

What elements are typically included in executive outplacement services?

Executive Outplacement Services feature common elements dealing with the core elements of the job search process. These include career reviews, guidance on making job applications and help with honing interview performance. Plus a lot more.

Here’s a summary of what outplacement programmes for individual senior executives typically comprise:

Career Alignment

Career exploration exercises help you review your skills and the benefits of hiring you in terms of your career values, career wants, and career planning strategies. You also get a full personality profile and in-depth analysis of your personal business traits. There are also weekly career consultancy sessions for feedback, analysis and accountability.

You’ll appreciate career purpose exercises as they unveil your unique career mission and how you want to make your individual mark upon the work world. They also provide the tools to create the health, lifestyle and wealth you really want going forward.

Approaching Employers

This part of the process helps you research the job market and target specific roles using keywords. You can focus on the roles best suited to your needs, skills and career objectives.

A key part of this process is reviewing your personal branding while ensuring your LinkedIn profile and keyword-optimised CV reach your ideal employer and automated online recruitment software. The power of LinkedIn is critical to modern job searches. That’s why you’ll get advice and support on how to build your LinkedIn network and stand out from your competitors.

Performing at interview

Once you’ve got some offers of meetings, you’ll also get assistance on sharpening your interview skills using mock interviews. You’ll be better prepared to highlight the value you offer to an employer.

On receiving a job offer, you’ll get additional advice on how to negotiate the details of the job and package you want. During this phase, you’ll have fast access to advice and support whenever you need it.

What is a typical amount for an executive severance payment?

While standard severance packages offer one or two weeks of salary for every year the employee has worked, an executive package offers up to a month’s salary for each year worked. However, packages vary enormously.

It depends on the company’s approach to redundancy and the contract you signed on taking up the role offered. You may have negotiated a severance package when taking up the role, but if not, it’s probably more relevant to ask around and find out what a typical package is for your industry, sector or type of organisation than concern yourself with the norm.

How much do executive outplacement services cost?

Executive outplacement service price ranges depend on the amount of coaching time allocated and the level of service provided. In general, you can expect to pay upwards of £5000 and often double this for Director Outplacement Programmes. When shopping around, it’s worth having a defined list of services you want so you can assess whether a package fits your needs. When considering a service, take into account how support is delivered as well as the content of the package.

If you’re an employer who’s looking for outplacement services for executives leaving your organisation, set a budget that reflect the value you place on your employee. After all, this will be reflected in the service they receive from the programme.

Beyond standard outplacement benefits

There are two sides to redundancy: the employee and the employer.

Employers have a duty of care to let people go in the best way possible so the employee can move on quickly and positively. It’s also important they show their remaining employees they care.

However, doing the bare minimum is no longer enough for most employers these days.

One company we worked with took their redundant staff away for a weekend to show appreciation for their work and that they cared. This was in addition to the outplacement package. The company wanted to show they valued their employees as people too. From this one simple action, the departing employees felt taken care of and found it easier to move on to their new roles.

Understanding redundancy?

Redundancy can bring up a lot of emotions and insecurities, but it’s important to remember that it’s your role that’s been made redundant, not you personally. If you suspect you’ve been made redundant illegally, take advice from an employment lawyer as soon as possible.

It’s important to learn the different terms used around job loss and changes with your role, otherwise you might not understand what has happened.

1. Is career transition just a nice way to say I was made redundant?

Basically, a career transition is simply a career change and is not another way of referring to redundancy. Changing career is often a long-term process that involves a reassessment of your goals and aspirations, a review of your skills and experience and the development of a strategy to make the transition into a new career. Career transition is a deliberate act, so only you can choose to make it happen. Redundancy, on the other hand, is what your employer makes happen.

2. Does redeployment mean the same as redundancy?

Redeployment (being offered a transfer or a move to a different role within an organisation) and redundancy (losing your job completely) are different ways of a company managing staff during a period of change. That said, if a redeployment role feels like a demotion, it can feel very similar to redundancy. You may still have a job, but it might not be one you like and you could end up feeling side-lined.

Constructive dismissal is what happens when a redeployment role pushes you into leaving. That might be because the role is unsuitable for you and your skills and is effectively a step down in your career.

Now let’s sum up: as an executive, it’s likely that you’ve been with the same company for a long time. That makes moving onto a new role and organisation particularly challenging. And it’s why executive outplacement is so important — you probably haven’t applied for or been interviewed formally for a job for a while.

This experience becomes much less stressful when you have the support of someone who understands the current job market and who can help you get hired. Not only will this make redundancy less daunting but also it will ensure your next career step is one that takes you where you want to go, rather than where you feel you’re forced to go.

Do reach out if you wish to discuss your career situation or issue.