An employee whose role is ending may need help deciding what comes next. Another may want to build a career within your organisation. Both could benefit from a conversation with a career coach, but the reason for arranging that support is different.
If you are choosing support for an employee, start with their situation—not the label on a package. Outplacement and career coaching can involve similar practical work. The distinction is the context, who is arranging it and what the person needs to move forward.
What is outplacement?
Outplacement is career transition support arranged by an employer for a person leaving the organisation. It gives the employee space to consider their next step and practical help preparing for it.
At Let’s Talk Career, that may include working on career direction, a resume and LinkedIn profile, a job-search approach or interview preparation. The work is personalised rather than treating every person leaving the same organisation as if they have the same needs.
Outplacement is separate from deciding whether a role should end and managing the employment process. It is not a promise that someone will secure a particular job, salary or outcome.
What is career coaching?
Career coaching can help someone think through their direction, goals and next steps. The person may be looking for a new job, considering a change, returning to work or working out how to progress in their current career.
An individual can arrange support for themselves. An employer may also be considering development support for someone who is staying. The useful question is what the coaching is intended to help the person work through, rather than assuming all career coaching is connected with redundancy.
Explore career counselling at Let’s Talk Career.
Where do they overlap?
Both can involve helping someone understand their strengths, clarify a direction and prepare practical next steps. A resume or interview conversation may be relevant in either setting.
The overlap does not make the services interchangeable. Someone who has just been told their role is ending may need time to consider options before working on applications. Someone staying in their role may instead want to focus on a longer-term career goal. A useful programme leaves room for that difference.
Which should an employer ask about?
If the employee is leaving: ask about outplacement or career transition support. Explain how many people need support, their locations and the likely timing. You do not need to include their names in an initial enquiry.
If the employee is staying: explain the development need rather than requesting an outplacement package. Career direction, leadership development and performance expectations are different conversations; clarify which one you need help with.
If the employee has already left and is seeking help personally: career counselling may be the relevant starting point. The scope and funding can be discussed directly rather than assuming an employer arrangement exists.
Questions to ask before you choose
- Who will work with the employee, and how will their experience fit the person's needs?
- What happens in the first conversation?
- How much individual coaching is included?
- Can the focus change as the employee becomes clearer about their next step?
- How are sessions delivered and arranged?
- What is the full cost, and what is not included?
- What information, if any, is shared with the employer, and how is this agreed with the employee?
These questions matter more than a package name. If you are comparing proposals, our guide to comparing outplacement quotes can help you look at what is actually included.
Start with the person and the situation
You do not need to have chosen the perfect programme before making an enquiry. A short description of the situation is a better starting point than trying to fit the employee into a standard list of activities.
For employees leaving your organisation, see our outplacement services, inclusions and current pricing, or contact Let’s Talk Career to discuss the support you are arranging.
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