{"id":8397,"date":"2022-08-21T09:58:20","date_gmt":"2022-08-21T09:58:20","guid":{"rendered":"https:\/\/2026.karrierecoaching.ch\/?p=8397"},"modified":"2026-04-12T13:48:20","modified_gmt":"2026-04-12T13:48:20","slug":"outplacement-information-for-company","status":"publish","type":"post","link":"https:\/\/2026.karrierecoaching.ch\/en\/outplacement-information-for-company\/","title":{"rendered":"Outplacement; information for company"},"content":{"rendered":"

Outplacement \u2013 information for company<\/p>\n

Why outplacement?<\/h2>\n

Parting ways with employees is sometimes unavoidable. It affects not only those directly involved \u2013 it also impacts the surrounding environment: remaining colleagues, line managers, and the company culture.<\/p>\n

Outplacement<\/a>, as part of your separation culture, relieves the pressure on everyone involved. Your employees receive the support they need to process the situation and regain their footing quickly. The wider organisation knows that those affected are being well supported. And the relationship with your former employees remains intact \u2013 because those who leave today may become clients, referrers, or even employees again tomorrow.<\/p>\n

Outplacement is therefore not only a sign of responsibility \u2013 it is also a contribution to your employer brand.<\/p>\n

Objective and content<\/h2>\n

The aim of outplacement is for your employees to process their dismissal constructively and to find a new position within a reasonable timeframe \u2013 one that matches their needs and aligns with their long-term career goals.<\/p>\n

My services cover the entire process \u2013 from dismissal to integration into the new role. The exact scope is tailored to the needs of your employees. Not every topic is relevant for everyone \u2013 we define the priorities together.<\/p>\n

Dealing with the situation<\/h4>\n

A dismissal triggers emotions<\/a> \u2013 that is entirely normal. We take a calm and structured look at the situation: What has happened? How are your employees dealing with it? What are the next practical steps \u2013 from a possible release from duties to informing their personal environment and establishing a new daily structure?<\/p>\n

Personal and professional assessment<\/h4>\n

Who am I? What can I do? What do I want? These three questions form the foundation of any successful reorientation. We analyse strengths and development areas, reflect on past decisions, and develop a clear self-image \u2013 as the basis for credible self-marketing<\/a>.<\/p>\n

Skills inventory<\/h4>\n

We build a comprehensive picture of competencies: professional expertise, personal strengths<\/a>, past performance and achievements. Concrete success stories make these competencies tangible \u2013 both for the individuals themselves and for job interviews<\/a>.<\/p>\n

Career goals and job research<\/h4>\n

What are your employees looking for in their next role \u2013 in terms of content and environment? We develop a clear requirement profile. In cases of career<\/a> shifts, targeted job research<\/a> is also
\nadvisable: conversations with people in the desired role create clarity about suitability and genuine interest.<\/p>\n

Job search and strategy<\/h4>\n

We analyse both the open and hidden job market<\/a> and develop an appropriate search strategy \u2013 using job advertisements, speculative applications<\/a>, personal networks, LinkedIn<\/a> and headhunters<\/a>.<\/p>\n

Application documents<\/h4>\n

We develop a compelling CV<\/a> and a convincing motivation letter<\/a> \u2013 without empty \u201capplication speak\u201d, but with concrete content. Where appropriate, we complement the documents with an performance record or project list. The LinkedIn profile is also included.<\/p>\n

Preparation for job interviews<\/h4>\n

We simulate real job interviews<\/a>, develop tailored communication<\/a> strategies and prepare for difficult questions. After each interview, we review the experience together and refine the preparation accordingly.<\/p>\n

Support throughout the process<\/h4>\n

I support your employees throughout the entire application process \u2013 from the first application through to the decision on a specific offer. If needed, I also assist with contract and salary negotiations.<\/p>\n

Probation period coaching<\/h4>\n

Starting a new role comes with its own challenges. I support your employees with onboarding, positioning and relationship-building \u2013 ensuring a successful start.<\/p>\n

HOW I WORK<\/h2>\n

Individual outplacements<\/h3>\n

Every dismissal is different \u2013 and so is every outplacement. The topics outlined above describe the full potential scope. What is relevant depends on the individual situation of your employees.<\/p>\n

For younger employees with change experience and a clear career direction, targeted support in job search<\/a> and applications<\/a> is often sufficient. For long-serving employees who struggle with the situation, the support also includes processing the dismissal. A personal and professional assessment<\/a> is advisable when professional goals need to be clarified or redefined.<\/p>\n

And if an employee\u2019s behaviour contributed to the dismissal, structured reflection facilitates professional reorientation.<\/p>\n

I offer exclusively one-to-one outplacement. Outplacement is a personal process \u2013 and the support should reflect that.<\/p>\n

You benefit from my more than 25 years of experience in personal and professional assessment, job search and applications.<\/p>\n

Quality assurance<\/h3>\n

I place emphasis on a clearly defined mandate. I review the coaching with my clients and, where appropriate, reflect on it anonymously with my supervisor and through exchange within my professional network.<\/p>\n

Complimentary initial meeting<\/h3>\n

Coaching only works based on a solid working relationship. I therefore offer your employees a complimentary, no-obligation 30-minute initial meeting \u2013 allowing them to get to know me and my way of working before deciding.<\/p>\n

Your career coach
\n.<\/span><\/h2>\n

\"\"<\/p>\n

Peter N\u00e4f<\/p>\n

Master of Arts University of Z\u00fcrich
\nExecutive Master of HR Management<\/p>\n

Professional career<\/a>
\nMotivation<\/a>
\nHow I work<\/a><\/p>\n

Practical details<\/h2>\n

Cost cap<\/h3>\n

In outplacement, I work with a defined cost cap and bill individual hours within this framework. You only pay for what your employees use. If a new role is found quickly,
\nthe coaching ends earlier \u2013 and the cost ceiling is not fully utilised.<\/p>\n

Scope of services<\/h3>\n