The popular saying "good start is half the work" lends itself well to emphasize the importance of the early stages of a process of Outplacement. Anyone who has approached the management of an intervention of this type, you will have noticed that the effectiveness of the instruments that you propose to newly unemployed or workers in layoffs or mobility depends, consistent, successful completion of an initial phase that is characterized by mistrust, lack of involvement, lack of clarity about expectations and availability. Despite the attempt of consultants to create a good atmosphere in the group, to show kindness and attention to the needs of the participants, to enter into a psychological condition that responds to what, from their point of view, is the best intervention to support people to relocate the labor market, the results often resist to emerge and the process there are many obstacles to take off. It is therefore important to understand the meaning that people attribute to the transition due to job loss, in order to design an intervention that will still preferably contain two types of action: the first aims at improving the capacity to seek new employment opportunities, the second aim to improve the capacity of coping emotional impact of job loss (Chiesa, Pombeni, 2007). The reasons for this phenomenon are related to different aspects, which will soon be covered include: the inability of paying attention and propose solutions by consultants have very large effects on measures that will be proposed in the coming weeks or months. The basic problem is that the person is asked to develop a series of elements without which it may not be available energies and correct approach to a challenging process and tutt simply magical in its effects: a path of Outplacement takes time, energy, willingness to get involved, perseverance, motivation and adequate capacity. Will, therefore, recipients must mature: 1) a new identity mourning the loss of their jobs and taking the clothes of a person looking for work; 2) a proper relationship with consultants and a correct attitude towards the instrument Outplacement understanding of the fact that the operator is an ally and not a substitute for the role of unemployed job-seeking and understanding of the opportunity and its features; 3) a new professional identity development of a new project of professional development compatible with its own characteristics and offers labor market.
|Translated title of the contribution||[Autom. eng. transl.] Mature for outplacement|
|Title of host publication||Outplacement. Psicosociologia della riqualificazione e del ricollocamento professionale|
|Editors||Angelo Boccato, Annamaria Serra|
|Number of pages||34|
|Publication status||Published - 2010|
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