When someone leaves a small not-for-profit, you may know exactly how much they have contributed. You also have a budget to manage, services to keep running and other people to support. Choosing outplacement can feel like one more difficult decision at an already demanding time.
Outplacement for not-for-profit organisations can begin with a straightforward question: what support would be useful for this person as they work out their next move?
You may be arranging support for one employee, rather than a large restructure. A clear comparison of the options can help you make a considered decision without buying a program simply because it has the longest list of inclusions.
Start with the person’s needs
Two people leaving the same organisation may need quite different support. One may be ready to apply for roles but want help explaining their experience. Another may need time to consider a different direction before starting a job search.
Someone who has spent years in a purpose-led role may also want to explore how their skills translate beyond the sector. Their next opportunity does not have to be another NFP role.
When speaking with a provider, ask how coaching topics are chosen. Can sessions focus on the individual’s priorities, such as career direction, professional positioning, opportunities or interviews? How does the coach adapt when those priorities change?
You do not need to work out the person’s entire career plan before making an enquiry. You do need to understand whether the proposed support allows for their individual circumstances.
Can you buy outplacement for one employee?
Yes. At Let’s Talk Career, an employer can purchase a one-off outplacement package for one departing person. You do not need to be arranging a large group program.
For a small team, consider each person’s needs rather than assuming everyone will benefit from the same activities. Ask providers what is included for each participant and whether the proposal is for individual coaching, group sessions or a combination.
Be clear about the unit you are buying. A package for one person is different from a single coaching session, and a group workshop is different from one-to-one support.
Compare what your budget actually buys
Ask for a written quote that makes the total cost per person clear. If you are supporting several people, also ask for the total commitment across the team. Check whether GST is included and whether any additional costs could apply.
Then compare the practical details:
- Coaching time: How many individual sessions are included, and how long is each session?
- Personalisation: Can topics change as the person’s needs become clearer?
- The coach: Who will work with the person, and what relevant experience do they bring?
- Delivery: How will sessions take place, and what arrangements need to be agreed?
- Timing: When must sessions be used, and what happens if an appointment needs to be changed?
- Resources: What is available alongside coaching, and are there access limits?
For each item, note the provider’s answer or write “to confirm”. This makes gaps visible before you approve the expense.
At Let’s Talk Career, coaching sessions must be used within 12 months of the invoice date. You can find the current package information on our outplacement services page rather than relying on an older brochure or article.
A useful proposal should help you explain both the cost and the support being offered. Avoid treating an impressive resource library or a long feature list as a substitute for understanding the coaching itself.
Clarify privacy and the introduction
In a small organisation, people may know one another well. It is worth explaining clearly what the employer will know about the support and what remains between the person and their coach.
At Let’s Talk Career, coaching conversations are confidential. Attendance can be reported to the employer if requested. Discuss these arrangements before introducing the program so the person knows what to expect.
Also confirm who makes the introduction, what information is needed and whom your organisation can contact with administrative questions. Agree the practical arrangements with the provider rather than assuming an immediate start or a particular delivery format.
A short checklist before you decide
Before approving a proposal, check that you can answer five questions:
- Who are we supporting, and what flexibility might they need?
- What exactly does each person receive?
- What is the full cost per person and for the whole group?
- How do session timing, privacy and employer updates work?
- What still needs to be confirmed before we introduce the support?
You can use those answers for whichever approval process your organisation follows. They also give you a clearer explanation to share with the departing employee.
If you are choosing support for one person or a small team, explore our outplacement services for your organisation, or call 1800 284 255 to discuss what you need.
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