Outplacement: How you say goodbye says more about you than how you hire

Just imagine this… You have an employee who has worked for your company for twenty years. And they have just learned that their position is being eliminated.

L’Oréal found itself in a similar situation after closing three stores. They approached us to support the employees affected by the change through an outplacement programme.

“These were people who had built their careers with the company over many years and suddenly had to start actively looking for a new job again – even though they had expected to stay until retirement,” recalls Adéla Prášilová, Team Leader at SYNERGIE.

More than a nice gesture – real support

Outplacement is a comprehensive support programme provided to employees leaving the company. It includes career coaching, identifying individual strengths and potential, guidance on presenting themselves in today’s job market, and thorough preparation for recruitment processes.

The goal is to help former employees leave with confidence, ready for a new chapter, while enabling the company to part ways in a manner that genuinely reflects its values. For forward-thinking employers, this is far more than a gesture of goodwill. Supporting departing employees protects your employer brand. It helps prevent negative reviews and reassures those who remain that every employee truly matters.

Simply put, the way you handle redundancies shapes how the labour market perceives your company.

L’Oréal: How outplacement works in a strong company culture

Due to organisational and economic reasons, L’Oréal had to undergo restructuring. At first glance, it was a common business situation. However, the employees affected had been with the company for seven to twenty years. During that time, the labour market had changed dramatically. One of the participants was also over 60 years old.

“The greatest challenge was that many employees had spent a significant part of their careers with the company. Since then, job searching, CVs, interviews and employer expectations have changed considerably. For many of them, this wasn’t just a practical change—it was also a major emotional burden,” explains Adéla Prášilová, Team Leader at SYNERGIE.

The employees leaving the company were most concerned about losing their sense of security, facing job interviews again and whether they would be able to find new employment later in life. Having come from a premium employer, it was essential to approach their future career direction and expectations with great sensitivity.

Martina Pavelková, Consultant at S&you, who guided the employees from the closing stores throughout the programme, adds:

“At the beginning, the strongest feeling was sadness. It was the end of an important chapter in their lives. L’Oréal was seen as an excellent employer with outstanding products. Naturally, there was also anxiety about looking for a new job.”

Participants chose the level of support that suited them

The programme began with an individual assessment of each participant’s situation. During the initial pre-screening calls, we analysed everyone’s specific needs.

“We wanted to approach every participant individually. To understand where additional support was needed and where we could build on existing strengths, competencies and experience. Participants could choose the level of support they wanted—from intensive career consultations to an extended programme including in-depth psychometric assessment,” explains Martina Pavelková, Consultant at S&you.

This was followed by four individual online sessions focused on building confidence and preparing participants for today’s labour market. Each session lasted between 60 and 90 minutes.

We began by discussing expectations for the programme. We then focused on CV preparation and how to make it stand out. Participants also worked on writing a cover letter as homework.

The following session covered initial phone interviews, including practical role-play. Participants were then asked to find a relevant job advertisement before the next meeting.

The third session focused on job interviews and their specific requirements. Everything was practised in real-life scenarios. Participants who chose the extended programme also completed psychometric assessments as homework.

The final meeting was dedicated to interpreting the psychometric results. We also discussed the current labour market, effective job search strategies and where to look for suitable opportunities. Participants left feeling motivated and ready to embrace new challenges.

“Thanks to clear communication from the beginning, every meeting quickly became comfortable and even enjoyable. It wasn’t only about explaining where to look for work, but about guiding people through a difficult life situation so they never felt alone,” says Martina Pavelková, Consultant at S&you.

When one door closes, another opens

Participants gradually became calmer, more confident and gained a much clearer vision of their future. Many told us they genuinely looked forward to the sessions. One participant even signed a new employment contract before completing the programme evaluation.

“I wanted to show them that even when one door closes, another opens. They learned how to highlight their strengths, believe in themselves and feel comfortable being authentic during interviews,” adds Martina Pavelková, Consultant at S&you.

The programme received predominantly five out of five points in the overall evaluation. The Net Promoter Score (NPS) ranged between eight and ten points. Participants perceived the programme not merely as technical help with writing a CV, but as genuine human support.

The participants’ own words speak for themselves:

“The approach was professional, empathetic and genuinely supportive. Our online meetings were inspiring and extremely valuable. They helped me prepare for job interviews and better understand which opportunities would suit me. I received practical advice that I will definitely use during my job search. I now feel much more confident and prepared for the entire process.”
— Alexandra, programme participant

“I hadn’t looked for a job in a long time, so I didn’t know what to expect or how recruitment works today. Thanks to my consultant, I gained valuable insights into the labour market and the interview process.”
— Dagmar, programme participant

“Martina Pavelková was incredibly kind, empathetic and supportive. I truly appreciated every meeting we had together. Thank you for your time, willingness to help and encouragement.”
— Monika, programme participant

A strong employer reputation is built even when people leave

Every year, companies invest significant resources in recruitment campaigns, career websites and employer branding. Yet the way you handle the end of an employment relationship says just as much about your company’s DNA. Employer branding doesn’t end with hiring—it extends to the very last stage of the employee journey. And that is often what distinguishes a good employer from one of the very best.

Is your company facing an unavoidable reorganisation, merger or team restructuring? Get in touch—we’ll be happy to help you support your employees through the transition.