Outplacement

Loss of work affects more than just the financial situation - it affects identity, self-confidence and future prospects. Whether it concerns reorganization, dismissal due to incompatibility, early retirement, or a situation in which a return to work in the current role is no longer possible: many employees struggle with the psychological side of this loss. They doubt their capabilities, feel rejected, and don't know how to proceed.

Outplacement is more than just job hunting. It is guidance through a difficult period, restoration of confidence in one's own possibilities, and gradual reorientation towards a new perspective. This not only helps the employee himself - it also helps employers to complete this transition in a supportive, dignified manner. This is good for reputation, employee relations, and contributes to respectful departure.

Radvance

• Intake and bereavement - Conversation in which the employee is heard in the loss of work; first attention to the emotional experience and support in processing
• Restoring self-confidence and self-esteem - Coaching aimed at restoring trust in one's own abilities; insight into what this person is worth and what she can contribute
• Talents and competence exploration - Systematic inventory of strengths, skills, experiences and values; what are the real talents of this employee?
• Career orientation - Determination of realistic and desirable subsequent careers; what requirements does the employee impose on a new role and employer?
• Application training and preparation - Training in application, CV preparation, preparation for interviews, communication of strong people
• Guided application - Support in actively searching for and applying for positions; feedback and coaching on application process
• Closure and transfer - Recording of yields; preparation for independent further search if necessary

The trajectory usually lasts from several weeks to months, depending on the situation and the objective.

Frounding and benefits
An employee receiving outplacement not only leaves your organization, but leaves in a way that respects their dignity. This leads to better reputation, better afterword in the market, and less risk of legal complications.

For the employee, this is an investment in their future. They receive not only job search assistance, but also psychological support in processing the loss and repair of self-confidence. This helps them find a new role faster and with more self-confidence. For your organization, it also means supporting employees in what is a difficult period - which creates respect and strengthens your employer brand. So this is not only practically useful, but also humane.