Blog Post


Published: Wednesday, July 31, 2019

When an employer offers a position to an  individual, it usually comes with all the hopes of a long and fruitful relationship between the two. Of course, it does not always work out that way. The reasons are varied — downsizing operations, poor cultural fit, cutting costs — but the results are still the same: someone loses their job, their source of income and security, their professional outlet and in many cases, their dignity.

Previous generations of workers were encouraged to give their best and were rewarded with gainful employment and loyalty from their employers. However, The Great Recession dramatically changed the working relationship for both groups. The days of people working for one company for their entire careers have been replaced with uncertainty on both sides due to technological advancements, ever-changing economic conditions
and consolidation in the marketplace. Organizations today do not always consider the cost to real people who are being exited from the company and many more strongly underestimate the impact these actions have on their brand and on those who remain with the company. For organizations that do not provide meaningful outplacement services, the level of distrust both within and outside the company begins to skyrocket.

There is a myth out there, amplified by a favorable economy, that people are able to land jobs quickly. But, promptly landing a new position is not always the case for everyone. On average, it takes approximately five months for people to secure a new job. Plus, the process is significantly different from what it was just 10 years ago, especially considering all the new technology used to screen, sort and distinguish candidates before recruiters and hiring managers even begin reading resumes. For individuals who are only offered online and digital outplacement services, success pursuing a new career relies a great deal on digital acumen, an advantage for people in their 20s and 30s, but something that people in their late 40s and 50s do not always have.

For businesses that genuinely care about people and their wellbeing, and for companies that want to protect their image and reputation while preserving the productivity and engagement of their workers, outplacement services might be the missing link. Meaningful and personal — or what we call purpose-driven — outplacement services are a major element that defines corporate culture, elevates employer branding, enhances the cultural fit and reduces distrust both within and from outside the company. Moreover, it is a kind and compassionate thing to do for people who are likely facing one of the worst times in their lives.


Our new Humanizing Outplacement Practices Report is out with all the facts about the impact of outplacement on culture, employment brand, expenses and trust, including fascinating facts based on the "people-experience." Including the data below. Get it now for free at and share this with your colleagues!


About the Author


As a managing partner at LAK Group, Mike Grubich brings more than 25 years of global leadership experience that enhances the performance of the organizations, individuals, teams and leaders he serves.

Mike helps organizations think strategically in order to move from concepts to practical implementation in all areas, from selection to succession. He provides consultation and coaching to senior leaders in order to help them move their businesses forward with an effective understanding of the business and the culture of the organization.

Prior to joining LAK Group, Mike served in several global thought and operational leadership roles at Aurora Healthcare, CNH Industrial, Kohler Co., and Jockey International. During this time, he led a variety of human resources functions, including Talent Management, Leadership Development, Talent Acquisition, Succession Management, Learning and Development, Assessment Change Management, Strategic Planning and Engagement Practices.

Mike holds a Bachelor of Science degree from Northern Illinois University and earned his Master’s Degree in Business Administration (MBA) from Lake Forest Graduate School of Business. Outside of work, Mike serves as Secretary, Board of Directors for Special Olympics in Wisconsin and is the Board Chair for Catholic Memorial High School in Waukesha, Wisconsin. He is also an adjunct faculty member at Marquette University’s College of Business administration.

Phone: 262-786-9200

Email: [email protected] 





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