The Value of Outplacement
Published on: 16/11/2017
Issues Covered:
Article Authors The main content of this article was provided by the following authors.
Mike Jones Lead Coach and Senior Consultant, INTOO
Mike Jones Lead Coach and Senior Consultant, INTOO
Michael jones intoo

Mike is the Lead Coach and Senior consultant for INTOO in Ireland

Mike has over 30 years’ experience of working with business leaders on HR issues.  He has led major outplacement and career transition projects throughout Ireland and coached to senior director level.  He has instigated major leadership programmes in a variety of organisational sectors taking into account the varying organisational change requirements of different businesses.

 Intoo UK & Ireland is a Human Resource Consultancy that delivers coaching, mentoring, career development and outplacement support. Intoo is part of Gi Group - one of the world's leading service providers for the development of the labour market and a founder member of Career Star Group - a global network of outplacement companies.

Redundancy is an unfortunate feature of modern working life. It’s now commonplace and something that increasing numbers of employees can expect to experience as businesses continually change and adapt. That said, the impact of redundancy on an individual remains significant, and is still considered a taboo subject that employees often choose to hide, rather than discuss.

Immediate concerns around financial security are a natural reaction for individuals affected by redundancy. Equally, however, people can be impacted by deeper emotional challenges surrounding self-perception, self-confidence and how others will perceive them, all of which can significantly impact on an individual’s ability to successfully move forward. People worry over their skills and future employability, and feelings of isolation are not uncommon as their

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 16/11/2017