Reasons why an Outplacement Agency Should have Expertise in Franchises

franchiseReasons why an outplacement agency should have expertise in franchises.

There is a wide range of challenges displaced employees can experience in deciding their next career move. Experienced career coaches at outplacement agencies are usually adept at assisting the displaced employees with resume writing, strategic interviewing, and negotiations, but most burned out executives and employees who need a new job don’t want to go back to the corporate world or better yet can’t leave town for a dream job because their kids are in school and their spouse doesn’t want to leave their dream job. Does this sound familiar?

People described in the situations above often times don’t see business ownership as an option because

  • business ownership . Careerminds . franchises . outplacement agency .

4 Simple Ways to Delivering Severance Agreements

large__41183675464 Simple Ways to Delivering Severance Agreements

Employee reductions in force and terminations are part of normal business operations in both good and bad economies. Common ways organizations protect themselves from legal exposure are the use of employee “separation agreements” or commonly called “severance agreements”. An employee severance agreement is a contract or legal document between an employer and an employee that specifies the terms of an employment termination, such as a layoff. To minimize the risk of potential lawsuits, many employers offer departing employees compensation, outplacement services, and benefits in exchange for a release or waiver of liability for all claims connected with the employment relationship, including discrimination claims enforced by the Equal Employment

  • Careerminds . Outplacement . RIF . Severance . severance agreements . termination agreements .

How to Influence Your CEO to Keep Outplacement?


How to Influence Your CEO to Keep Outplacement?

I recently received a call from a HR Executive asking me for advice on how to influence their new CEO to keep their outplacement program and budget. In today’s global economy, companies are being merged, acquired, taken over by private equity, sold, spun off, etc  which result in new CEO’s stepping in who have a completely different view of the world and how people and HR are managed. Most of the time, new CEO’s step in and the first order of business is to clean house and bring in a completely new team of executives and employees which result in layoffs. At the same time, they typically instruct

  • Careerminds . CEO . Keep outplacement . Outplacement . outplacement services . RIF .

Workplace Flexibility Meets Virtual Outplacement

Employees continue to look for more workplace flexibility over high salaries and bonuses, as reported by the Society for Human Resource Management (SHRM) and the Families and Work Institute.   The 2014 National Study of Employers examined workplace changes since the depths of the recession in 2008 and found that policies offering workers more flexibility on when and where they can work are increasing. For example, two-thirds of survey respondents (67 percent) reported that they offered employees options to work virtually, which is an increase of 17 percentage points when compared to a similar survey conducted six years earlier. Click here more for full article.

Workplace Flexibility Meets Virtual Outplacement

Thanks to the steady and exciting boom in

  • Careerminds . Outplacement . shrm . Virtual Outplacement . workplace flexibility .

5 Ways to Avoid the Layoff List

large__10130943734Layoffs are inevitable. Just take a look at Daily Job Cuts and see all of the companies having to downsize. All businesses will experience expansion and contraction at different times of their business cycle. Unfortunately, human resources and management have the difficult task of creating the layoff list at some point in their career. They typically turn to the poor performers first when a reduction in force takes place. Below are 5 ways to avoid the layoff list.

Don’t become complacent- So often, employees get too comfortable in their jobs and stop looking for ways to grow, develop, and challenge themselves. This may be tough at times, particularly when an organization experiences change. Employees must always

  • Careerminds . Layoff List . Reduction in Force . RIF .

The Evolution of Outplacement Firms


virtual outplacement picThe Evolution of Outplacement Firms

A 2009 article titled “Outplacement Firms Struggle to Do Job” appearing in The Wall Street Journal painted outplacement firms with a dark stroke, criticizing it as a service that can appear impersonal with or disconnected from the very people it purports to help. If outplacement firms had an Achilles’ heel it would be the time it can take the job seeker to get personal attention from the coach—maintaining regular communication is a fragile effort. Neither brick and- mortar nor virtual offerings are immune to this kind of participant disapproval. Perhaps this is why attrition rates can be quite high among certain outplacement programs.

There’s a dirty little secret in outplacement that few

  • Careerminds . Outplacement . outplacement firms . outplacement services . Virtual Outplacement .

How to Prevent Corporate Layoffs

The goal of business is to make a profit and the most expensive item in most business’ budget is staff. So when businesses need to cut costs, they often turn to laying off people.

However, the process of terminating employees can be expensive. The Employee Turnover Calculator, an online tool from the Center for Economic and Policy Research and the Center for Law and Social Policy, shows that letting go and then replacing someone who makes $25,000 a year costs $2,746 for recruiting, hiring and training a new employee.

That $2,746 does not include the cost of processing termination paperwork, any severance pay, increased unemployment taxes, continued health care payments and career counseling for those laid off.

These real costs don’t come close to

  • Careerminds . corporate layoffs . Downsizing . Layoffs . Reduction in Force . RIF . Terminating Employees . Workforce .

The Case for Virtual Outplacement

Layoffs have touched nearly every American household over the last few years according to a recent Rutgers University study. Nearly a quarter of Americans say they were laid off at some point during the recession or afterward. And, nearly eight in 10 say they know someone in their circle of family and friends who has lost a job.

At the same time, working virtually, banking online, paying bills online and even losing weight through online coaching is becoming more popular with Americans.

A national study commissioned by WorldCom found that more than two-thirds of American workers work virtually. The Pew Research Center found that 81% of Americans who manage their household finances banked online at least once during 2012. Forrester Research predicts that by

  • Career Coaches . Careerminds . Layoffs . Outplacement . Virtual Outplacement .

Reduction in Force Meeting, Who Should Assist after Notification?

large__7000096235As a former HR professional, now Outplacement Guru, I often get asked to be present on-site for RIF notifications to help ease the transition of displaced employees. Having a Psychology, HR, and outplacement background really serves me well because I am able to handle practically any situation that comes my way when a RIF’d employee is escorted to me after being terminated, but what type of support makes the most sense at that time?

It’s a very emotional time, to be sure. During the termination meeting, the manager is generally responsible for delivering “the bad news” and the HR professional typically reviews the severance package, benefits, outplacement program, and discusses the logistics of clearing out the

  • career transition . Careerminds . Outplacement . outplacement services . Reduction in Force . RIF .

5 Steps to Conducting a Successful Layoff

Conducting a layoff requires preparation and flawless execution. No matter how many times you planned and executed an event, something inevitable will go wrong. I’ve recently seen all sorts of things surprise HR on notification day such as FaceBook posts from the parking lot after their meeting (as shown above), security deactivating badges too early, and IT shutting off email accounts from a RIF list that wasn’t the final version.  A reduction in force, whether expected or not, is a hard time for the company and the employees.  Before you begin, here are 5 Steps to Conducting a Successful Layoff to consider.

Enlist a Team

Depending on the size of the RIF, this probably isn’t a one person

  • Careerminds . layoff . Layoff Meeting . Outplacement . outplacement services . Reduction in Force . RIF .

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