By Kyle Patrick Smith, CEO of HRKyle Services

When workforce changes happen, most leaders focus on severance, legal risk, and operational continuity. What often gets overlooked is one of the most cost-effective ways to protect the organization long after the layoff is over: outplacement support.

One stat leaders shouldn’t ignore:
83% of employees say offering outplacement would improve their opinion of an organization, and 82% believe companies that provide it care more about their people.

That perception matters more than many leaders realize. It shows up in public employer reviews, future candidate pipelines, internal morale among remaining employees, and even legal exposure. In today’s environment, where every review and online comment shapes how your organization is perceived, how you treat people during exits becomes part of your brand story.

Organizations that invest in outplacement don’t just demonstrate care — they see measurable results. Research consistently shows faster re-employment for impacted employees, which reduces unemployment insurance exposure, administrative burden, and the financial drag of prolonged job searches. Some studies indicate that meaningful outplacement support can also significantly reduce the likelihood of employment-related claims by demonstrating good faith and professionalism during the offboarding process. And the investment? Often just a few hundred dollars per employee.

Outplacement also plays a critical role in protecting employer reputation. Careerminds’ research shows that employees who receive career transition support are far less likely to view their former employer negatively. Fewer negative reviews, fewer public complaints, and stronger employer brand equity translate directly into easier future hiring and stronger trust with both candidates and customers.

At HRKyle Services, we help organizations manage workforce transitions the right way — with clarity, structure, and care. Our work supports leaders, managers, and employees through thoughtful transition planning, manager coaching for difficult conversations, career transition and outplacement support, and strategies that protect your employer brand during and after change.

Workforce transitions are moments that define leadership. They don’t have to come at the expense of your people, your reputation, or your bottom line.

If your organization is navigating change this year, let’s talk. A brief conversation can help you assess risk, protect your employer brand, and determine whether outplacement support makes financial and strategic sense for your situation.

Call our office at 330-541-5533 or email Kyle@HRKyle.com to schedule a no-cost, 15-minute conversation.