Selecting a great outplacement service
Let's be honest: managing redundancies is one of the toughest parts of being in HR. You're juggling legal requirements, cost constraints, leadership expectations, and striving to protect the wellbeing and mana of those whose lives are about to change dramatically. It's a lot.
You could consider outplacement support a ‘nice to have’, should the budget permit, it could be a tick box exercise - one size fits all. It could also be a careful choice that meaningfully impacts the individuals who receive it, and your employer brand. You can be sure, those left behind will hear all about their exiting colleagues’ experiences, and so will their friends and family. Positive post-redundancy care reflects well on the employer!
If you're evaluating outplacement programmes, this guide will help you understand what good support looks like, how to choose the right approach, and how to implement it in a way that genuinely helps your people.
Key takeaways
Effective outplacement services offer practical job search help, the opportunity to reflect, and address the emotional impact of a career transition
The best programmes are flexible enough to meet people where they are, from "I know exactly what's next" to "I haven't got a clue"
Workshop-based programmes can create powerful peer support networks that accelerate confidence and clarity, and reduce feelings of isolation
One-to-one coaching enables participants to flex and adapt their sessions to suit their priorities, giving agency in a crucial time
Implementation matters - how you introduce outplacement support shapes how people receive it, and how many take it up
Understanding what good outplacement actually looks like
The best outplacement services recognise that career transition is more than a practical challenge. It's an emotional journey. People typically need more than interview tips and CV/LinkedIn optimisation (though those matter too). They need help processing what's happened, rebuilding confidence, and figuring out what they genuinely want next.
Good outplacement support includes three core elements. First, it helps people take stock of what they already have—their skills, experience, and strengths. Second, it helps them use that information to chart a clear path forward. Third, it equips them with the practical tools to be job market-ready.
But here's what often gets overlooked: When numbers allow, workshop-based programmes can create something special that one-to-one coaching can't replicate, a community of people going through the same thing. When someone in the group lands an interview or gets a job offer, everyone celebrates. When someone's feeling stuck, the group rallies. That peer support is incredibly powerful.
The amp’d approach: meeting people where they are
At amp’d careers, we've developed outplacement services around two fundamentals:
People affected by redundancy aren't all starting from the same place.
Organisations CAN have certainty that they are paying for services that are actually provided
Some people know exactly what's next for them and simply need practical support to make it happen. Others haven't got a clue what's next, and that's completely normal. Most people sit somewhere in between.
Our tailored career coaching suits all levels, and enables you, as the buyer, to determine the number of available sessions. Coachees are able to establish their priorities, and work on what matters most to them, within their available sessions. And guess what? We only invoice for coaching sessions used!
Our Next for You workshop programme provides an opportunity for participants to pause, take stock, learn more about themselves, get clear on their path to work they can love, and create an action plan to get there. The programme also builds change resilience and covers all the practical tools for being job market ready.
Our Job Market Fit workshop, and Gear Up workshop programmes are tailored to professional and front-line groups focused on getting set for the job market. They are fun, interactive sessions that build self knowledge, confidence and job market savvy, prioritising CV preparation, interview skills and building resilience.
The key is flexibility. Your people aren't a homogeneous group, so your outplacement support shouldn't treat them as one.
What to look for when choosing an outplacement provider
When you're evaluating outplacement services, here are the questions that matter:
Do they understand the emotional journey, not just the practical tasks? Job loss is disorienting, even when it's handled well. The best providers recognise that people need support to process what's happened before they're ready to focus on CVs and LinkedIn profiles.
Can they meet people where they are? Look for providers who can flex their approach based on individual needs rather than offering a one-size-fits-all programme.
Do they focus on finding the right work, not just any work? There's a big difference between helping someone land their next job quickly and helping them find work they'll actually thrive in. The latter takes more time but delivers better outcomes over the long term.
What's their track record with New Zealand organisations? Understanding the local job market, cultural nuances, and industry landscape matters. Providers with deep New Zealand experience will deliver more relevant, practical support.
How are you paying for this? Is coaching offered in a package format? As the buyer, how much visibility do you get into what was actually provided. Too often organisations pay up front for coaching that is never used.
Implementing outplacement support: Getting it right
Selecting a great outplacement programme is only the start. How you introduce and implement it matters enormously.
Communicating clearly and often about the available support is crucial. People go into shock after learning their role is gone and often don't take in all the details. Provide detailed written information or video links explaining the services offered that can be reviewed later, and make sure they know who to contact with questions.
Consider the timing carefully. Some people want to jump straight into career planning. Others need time to process before they're ready to engage. Where possibile, build in flexibility so people can start when they're ready.
Make sure your remaining team understands what support you're providing for their departing colleagues. This isn't just about the people transitioning out, it's about showing everyone in your organisation that you value your people, even when circumstances change.
Finally, stay connected throughout the process. Check in with your outplacement provider about engagement. Providers shouldn’t share confidential information, but can give you information on uptake. Check in with your people at the end of the process to find out how valuable they found the service, what worked and what can be improved.
The real-world impact of getting it right
With great outplacement support, your people can emerge from the redundancy experience with clarity about their career direction and renewed confidence in what they offer.
From an organisational perspective, we've seen HR heros navigate redundancy processes that clearly demonstrate that colleagues are supported with dignity and genuine care. Clear evidence that the organisation's values aren't just words on a poster.
Get the support your people deserve
If you're planning organisational change and want to offer outplacement services that genuinely help your people to transition well, we'd love to talk.
At ampd careers, we've supported organisations across New Zealand through redundancies and restructures. We understand the practical challenges you're facing, and we know how to help your people find work they'll love.
Get in touch with us at info@ampdcareers.com or visit our contact page to set up a chat to find out how our career transition support can support your team.
At amp’d careers it is our mission to unleash the potential in all people to find joy in work.