A strong employer brand is critical to attracting the best talent, and in this job market, it means more than ever. By ensuring that your exiting employees are immediately focusing on their careers, rather than their frustrations at being let go, you’ll substantially reduce the adverse impact on your social reputation. How? Today, disgruntled employees who are upset about a layoff aren’t just complaining to friends and family. They’re posting on social media, ripping you on Glassdoor, and doing tangible damage to your employer brand in the process. And make no mistake about it, when you’re trying to attract top talent, those bad reviews and comments on social media matter. Our surveys show that the right approach to outplacement reduces reputational fallout significantly.

It’s not just about the employees you’re laying off. It’s about the ones who remain, too. Layoffs cause a lot of anxiety among survivors who wonder if they’re next. Knowing their colleagues got help finding new jobs does a lot to calm those fears. And it creates loyalty, too, when they see you doing right by their friends and colleagues.

When advanced notice is possible, allow exiting employees to begin using outplacement services while still at their jobs — the period when they’re at their most marketable. They are far better prepared to hit the ground running when their employment ends and more likely to remain willing ambassadors of their previous employer’s brand, endorsing their company online and among their peers, or at least standing neutral. Many scenarios don’t allow for this. But, there is always room for high-touch handling of offboarding in these sensitive situations.