• Internal morale
  The least visible and most powerful reason for outplacement, is to improve the morale of those left behind. Employees (often called "survivors,") want to know that their former colleague has been treated fairly. There's also a latent fear that they could be affected as well, so outplacement goes a long way to demonstrate company commitment during a time when productivity is important.
  
• External image
  From a public relations perspective, former employees can either damage your company's reputation or report fair treatment. Which would you prefer? Being perceived as a responsible employer to your markets is part of your reputation that both your customers and your future employees will research.
  Professional recruiters report that it is much easier to recruit and retain high performers for companies that treat their employees well and that have good reputations. How you handle employee terminations contributes to your long term image.
  
• Legally
  It's much easier for an objective, third party to help an angry employee move on to the future than for the company to do so. The Expert Witness service that Lassiter Consulting provides for companies working with wrongful termination suits is rarely needed by those offering outplacement.
• Financially
  The cost of outplacement is consistently offset by the expenses that are avoided, such as the ones above, as well as potential severance savings. Lower recruitment and legal costs combined with higher productivity and retention rates make outplacement cost effective.
  
• Ethically
  Helping a former employee(s) who has helped you for years is responsible management. Regardless of how strong the economy may be, the rules of career transition have changed since the last time the employee made a transition. Let them leave as you would want to leave a company yourself. You may be working with them in some capacity in the future.

• In-depth assessment
• Identification of target markets and market needs
• Campaign structure
• Resume and cover letter development
• Networking training and resources
• Customized research
• Interviewing and negotiating videotaping
• On-going campaign support

• A depth of experience in outplacement that few firms offer: nearly 30 years
• Concentration of experience at the executive level
• Networking resources brought to bear as a result of affiliations with ExecuNet/ Careers.WSJ.com and Mastery Works
• Ease and amount of access clients have to senior level, experienced consultants
• Service is provided until the campaign is completed to client satisfaction, not limited to 6 or 12 months
• Highly customized. Some services clients have received: a private researcher at the Kirstein Business Library, Professional Association memberships, baby-sitting for an unexpected interview, computer technicians that make house calls to set up computers for job search, ExecuNet memberships for senior level job listings, etc.

• One to two day workshops where the fundamentals of career search, self assessment, job market dynamics and networking are defined and practiced
• Resume design and review
• Proprietary materials and Career Transition Workbook
• Interviewing and negotiating practice

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