How do I raise the topic of outplacement?

A dismissal conversation or reorganisation (reorganisatie) conversation is easy for no one.
Even so, as an employer you can make a real difference by introducing the topic of outplacement in the right way.
The right moment and the right tone ensure that the conversation is not about saying goodbye, but about opportunities and future prospects.

In this article you will read how to raise outplacement in a respectful and effective way, without tension or misunderstanding, but with clarity and confidence.

What is outplacement and why does it offer support?

Outplacement is a programme in which an employee receives professional guidance in finding new work outside the organisation.
It helps employees to come to terms with the loss of their job, to rediscover their qualities and to see prospects again.

For employers it means:

• A humane and professional farewell;
• A lower chance of legal disputes;
• And the preservation of a good image among both departing and remaining employees.

Read also: What is an outplacement programme?

The right moment to discuss outplacement

Many employers wonder: when do I raise the topic of outplacement?
The timing is crucial.

Ideally you do this during or immediately after the dismissal conversation, at a point when the employee knows the working relationship is ending, but is not yet in the emotion of the news.
A day later or during a follow-up conversation often works better than right after the dismissal decision.

Choose a moment where there is room for dialogue, not only for information.

Would you like to know when it is wise to offer outplacement?
Then read also: When to offer outplacement?

How do you raise the topic of outplacement? (step-by-step plan)

The conversation about outplacement calls for calm, empathy and preparation.
The approach below helps you to do this in a professional and humane way.

1. Prepare the conversation well

Know what outplacement involves, what its purpose is and what exactly your organisation offers.
That way you can explain clearly and concretely what the employee can expect.
Review beforehand the different forms of outplacement so that you can properly explain the programme.

2. Show understanding for the situation

Begin by acknowledging the situation.
An employee who loses their job often needs time to process this.
Use phrases such as:

“I understand that this is a difficult message, and we want to do everything we can to support you in the next step.”

3. Explain the purpose positively

Emphasise that outplacement is not an obligation, but an opportunity.

“We want to help you find a new, suitable job as quickly as possible, with guidance from a professional coach.”

You can refer here to outplacement coaching, which helps in regaining confidence and direction.

4. Make the support concrete

Explain what the programme involves: coaching, career advice, job application training, or guidance towards entrepreneurship.
Show that the employee has a say in how the programme is shaped.
For example:

“Various forms of guidance are possible, and together we will look at what best suits your wishes and situation.”

5. Leave room for questions

Allow a silence and give the employee the chance to ask questions or share emotions.
An open attitude builds trust.

The benefits of a good conversation about outplacement

A well-conducted conversation about outplacement:

• Increases the employee’s sense of fairness.
• Lowers the chance of resistance or legal action.
• Shows that, as an employer, you act with people in mind.
• Contributes to a positive reputation within and outside the organisation.

Even employees who leave thus become ambassadors for your company.

Read also:

• Outplacement during reorganisation
• Outplacement upon dismissal

Common mistakes when discussing outplacement

1. Offering too soon, first acknowledgement, then perspective.
2. Too little explanation, employees often do not know what outplacement involves.
3. Coming across too businesslike, a humane tone works better than a formal letter.
4. No aftercare, remain reachable after the first conversation.