Outplacement process in the manufacturing industry
Help employees find their way after dismissal or a reorganization with a well-structured outplacement process
A reorganization is never easy. Employees are affected, your hands are full, and the pressure is high. That’s when a well-organized outplacement process becomes crucial. It offers employees perspective and creates calm within the organization.
MEPD guides outplacement processes for employers in the manufacturing and technology sectors. Whether it involves a single employee or an entire department, we provide tailored solutions to fit the situation. Practical, committed, and always focused on sustainable new employment.
Not sure if outplacement is right for your organization? Also read why employers choose outplacement and what it can mean for your organization.
What is outplacement?
An outplacement process is a guided program that supports employees in finding new employment after dismissal or reorganization. The goal is a careful transition to a suitable position outside the current organization.
At MEPD, the process is at the center. We combine personal guidance with labor market expertise in technology and manufacturing. This includes attention for dealing with the situation, reorientation, and active mediation.
Would you like to read more about the meaning of outplacement first? Check our page on what is outplacement.
When do you use an outplacement process?
An outplacement process is usually deployed during reorganizations, redundancy, or termination of employment. Especially during reorganization outplacement, it is important to quickly provide clarity and actively guide employees to new work.
In some cases, guidance is included in a social plan or termination agreement. Read here when you are entitled to outplacement and what obligations are involved.
Is it about a single employee? Then individual outplacement is often appropriate. For larger reorganizations, we also offer collective outplacement for technical organizations. Unsure about choosing an individual or group approach? This article explains more about the difference between individual and group outplacement.
Outplacement options at MEPD
Outplacement process: our approach
Throughout the entire outplacement process, the employee is guided by a single dedicated career counselor. This ensures clarity and trust. The process is conducted at a location near the work or home address.
Our approach consists of three phases.
1. Tailored intake
We start with a personal conversation to map out the situation and possibilities. What happened? What’s needed to be able to look forward? Together, we determine the direction of the process.
2. Working on work together
In this phase, we actively support the search for new work:
- Job interview training and workshops
- Use of tests and assessments
- Support with resume and motivation letter
- Networking strategy and labor market approach
Support with UWV-related matters if needed
The goal of the outplacement process is not only speed but also sustainable placement. Curious what sets a good process apart? Read what should never be missing in a strong outplacement process.
3. Completion and aftercare
Even after placement, we stay involved. We support contract discussions and evaluate the transition. If a new position unexpectedly ends, we revisit the process together.
Outplacement during reorganization in the technology sector
Within the manufacturing and technical sectors, reorganizations often have a direct impact on production and teams. Positions change or disappear due to automation or restructuring.
A well-structured outplacement process during reorganization:
- provides employees with clarity
- supports reorientation
- prevents unrest within the organization
contributes to a careful settlement
In addition to supporting departing employees, it’s important to also pay attention to the colleagues who remain. Clear communication, perspective, and development opportunities help maintain engagement and continuity within the team. A carefully set up outplacement process helps limit the impact on the entire organization.
Outplacement process due to illness or second track
Sometimes, the need for support arises from long-term illness. When returning to the original position isn’t possible, a process towards work outside the organization may be necessary.
It’s important to differentiate between a voluntary outplacement process and a second-track process under the Wet verbetering poortwachter (Gatekeeper Improvement Act). In this article, you can read more about the difference between outplacement and reintegration and when each process is appropriate.
Secondment
Parting ways immediately isn’t always the best solution. Sometimes, secondment provides an answer. In this case, the employee is employed by MEPD and is temporarily assigned to another company in the technology or manufacturing sector.
Secondment can be a suitable alternative alongside or instead of an outplacement process. The employee remains actively employed, retains professional skills, and gains new experience. For you as an employer, it provides space to carefully look for a sustainable solution, without needing to make a definitive break right away.
Within a mobility process, we help determine the most suitable route: outplacement, secondment, or a combination of both. Always tailored to the organization’s and the employee’s situation.
What does an outplacement process cost?
The costs of an outplacement process vary depending on the situation and intensity. In most cases, the process is funded by the employer and recorded in an agreement.
Read more here about who pays for outplacement and how an outplacement allowance works.
Why choose MEPD as your outplacement agency?
As a specialized outplacement agency, we know the dynamics of the manufacturing and technology sectors. We understand the impact of staff changes on production, planning, and teams.
Employers choose MEPD because of:
- Sector-specific knowledge
- Nationwide coverage
- UWV-compliant processes
Practical, people-oriented approach
Are you facing a reorganization or the departure of one or more employees? Then it’s important to provide clarity in time and structure the process carefully.
We are happy to help you consider an appropriate approach for the manufacturing or technology sector. In a non-binding conversation, we discuss the situation, options, and expectations.
Frequently asked questions
When do you use outplacement?
An outplacement program is used during reorganizations, redundancies, or when employment is terminated. Guidance is often outlined in a social plan or termination agreement. Also read about when you are entitled to outplacement.
What are the benefits of outplacement?
A well-structured process shortens the transition period to new work, limits unrest within teams, and contributes to responsible employer practices. In addition, it strengthens both the internal and external image of the organization.
What is the difference between outplacement and career guidance?
- Outplacement → Focused on finding a new job outside the current organization.
- Career guidance → Focused on personal development and career direction, either within or outside the current employer.
Outplacement is a guidance program used when an employee parts ways with an employer, often due to reorganization, job redundancy, or a labor conflict. The goal is to help the employee find a new job, usually outside the current organization. The emphasis is on application support, orientation to the labor market, and finding suitable work.
Career guidance, on the other hand, does not necessarily mean leaving your current job. It is broader and is used to help you steer your career, discover your talents, and make use of development opportunities. Career guidance can also take place while you are still employed, for example, to grow into a different role or to experience more job satisfaction.
What is the difference between outplacement and secondment?
With outplacement, the employment contract ends and we guide the employee towards a new employer. In secondment, the employee remains employed but works temporarily elsewhere. Depending on the situation, secondment can be a suitable alternative within a mobility program.
What is the difference between outplacement and second track?
- Outplacement → Voluntary or agreed-upon guidance in finding new work, often after dismissal or reorganization.
- Second track → Mandatory reintegration into suitable work with another employer, when a return to the previous position is not possible.
Outplacement is used when employment ends. Second track is a statutory reintegration obligation in the case of long-term illness, when returning to the original position is not possible. In this article, you can read more about the difference between outplacement and reintegration.
