Group outplacement

Mapping the future with foresight

"We see no alternative but to cut staffing levels."Such decisions can be triggered by various factors - market conditions, strategic considerations or corporate statistics. It's up to the personnel department to see the decision through.

Major staff cuts always lead to discontent, insecurity and speculation on the part of staff, works councils, financiers, clients, suppliers, the press and the public at large. It is therefore vital that personnel managers act in good time and with foresight.

• In times of crisis all stakeholders want to know exactly where they stand and where they are heading.
• It is critical to maintain the motivation, willingness to perform and loyalty of remaining staff.
• Outgoing staff need support and security to exit from the familiar work environment and to train their sights on their professional future.
• Maintaining the attractiveness of the company and protecting the corporate image are matters of priority.

Company and staff - fit for the future

Your goal/our goal: to implement staff cuts swiftly while highlighting the prospects for all stakeholders. To ensure all signposts are pointing in the right direction at the outset, contact us as soon as the decision to downsize has been taken.

• We will advise on the downsizing options and government support schemes. After conducting a situation analysis, clarifying the severance objective and the financial resources available, we will outline the viable options. We advise you on appropriate downsizing models and assist with applications for German government support (under the German social code Vol. III para. 216a and 216 b).
• We provide a comprehensive severance management plan. The cutback plan covers all stakeholder groups and maps out the necessary measures, activities, milestones and deadlines. We draw up an emergency plan with strategies and alternatives for contingencies - nothing is left to chance.
• Together we will draft a communications concept for the preparation and implementation phases. Our goal: to transform all stakeholders into active participants in the change process. Every employee must grasp the objectives and strategy behind the planned changes.
• As a neutral partner we ensure that key stakeholder representatives play a constructive role. By involving workforce representatives early on, we see to it that interests are balanced fairly, thus fostering in-company acceptance and paving the way for effective planning and implementation.
• We help you boost morale and secure the commitment of the retained workforce. Securing and scaling up performance capacity is vital for success, particularly during and after crises. By launching measures to enhance motivation, bolster performance and strengthen identification with the firm, we translate inertia into drive, disorientation into resolve, demotivation into dynamism and insecurity into commitment.
• We advise and support outgoing employees on the path to new employment. Through our career reorientation services, we induce outgoing employees to focus on their professional future. We offer security and give encouragement, promote employability and capacity to change, and consistently emphasise the importance of personal initiative and individual responsibility. An intelligent tailor-made mix of dynamic group-based activities and individual advisory services expedites placement on the labour market.

The aim of our consultancy package: all stakeholders direct their attention and energy to optimising the new situation. Fit for the future - so that potentials translate into success.

• SKP's group outplacement concept at a glance

For further information about our products have a look at our brochures in the download area.