Why employers need to offer outplacement support to its exiting staff
Career Coach Roy Ndombi poses for a photo
A growing shift from traditional to modern human resource management is redefining how organizations handle employee exits, with experts urging firms to embrace outplacement support as a standard practice.
According to career coach Roy Ndombi, the era when human resource practices revolved around “hire and fire” is rapidly becoming outdated. In contrast, modern HR management now emphasizes recruitment, employee development, and ongoing welfare throughout an individual’s time in an organization, extending even to the point of exit.
Ndombi notes that while many organizations have adopted counselling services and wellness programs addressing employees’ mental, financial, and physical health, outplacement support remains an underutilized yet vital component.
"These services are structured career transition programs offered to employees leaving a company due to layoffs, restructuring, or redundancy. Essentially, they provide professional guidance to help individuals secure new opportunities faster and with less stress," he says.
He argues that employers often overlook outplacement services as a “nice-to-have,” yet they are a strategic investment that protects both the business and its people. For instance, companies that support employees during exit are more likely to maintain a positive employer brand.
"Departing staff who feel valued often become brand ambassadors, reducing negative reviews on professional platforms and strengthening the company’s reputation among future talent," he highlights.
Additionally, outplacement services help minimize legal risks by demonstrating fairness and goodwill, particularly in evolving labour markets such as Kenya. They also play a crucial role in maintaining morale among remaining employees, addressing the “survivor syndrome” that can affect productivity and trust after layoffs.
Moreover, these services typically include CV writing, LinkedIn optimization, interview coaching, job search strategies, and career counselling, all of which help ease the emotional and financial strain of job loss.
Ndombi further highlights that offering such support enhances talent attraction and retention.
Ultimately, as workplaces continue to evolve, integrating outplacement support is emerging as both a humane and strategic approach, enabling organizations to navigate transitions while preserving dignity, trust, and long-term success.