Laying off your employees is never fun. Especially when those layoffs are based on circumstances -- not necessarily performance -- it can be hard to say goodbye to quality workers. Unfortunately, it’s the way of the employment market -- the latest from the Bureau of Labor Statistics indicates that there were 4.2 million separations (turnover) in October 2013. This means that 4.2 million American workers were or are still looking for work, sometimes without choice.

One way to smooth the transition is to use outplacement services. Outplacement services are supplied by a company specializing in assisting an individual's job search following a layoff or job loss, usually contracted by the employer. Outplacement services can be used in addition to traditional severance or benefits packages.

Good outplacement support is vital when you want to maintain a positive relationship with former workers and ensure they are adequately prepared. Here are some ways to conduct proper outplacement services:

Exit interviews are key
Here’s the thing about outplacement services: many employees either don’t understand what it is or even know you offer it. Exit interviews can provide former employees with some insight into next steps, including how you can help them and what they should be looking for.

Exit interviews are a way to show your appreciation and gratitude in a time where those feelings may not be mutual. Letting an employee know you’re still on their team will help their transition and smooth the relationship.

Be clear
Outplacement services need to be clear. Be sure to fill employees in on the following:

How long will outplacement last?
What services you will offer?
Will they have access to outplacement services from a variety of devices or locations?
What benefits will be offered in addition to outplacement services?

Being clear about the ins and outs of your outplacement services can help employees to understand your role in their transition.

Provide diverse options
Not every employee is the same. Some need job search advice, and others would benefit from career assessments. Many desire professional development opportunities, while others could use assistance on their online brand. By providing diverse options, outplacement can help a variety of employees with different needs.

Provide outplacement software
Outplacement software is a great way to help former employees organize their job hunt. Many of these programs provide access to job boards, networking connections, and tools to organize resumes and cover letters. Think about purchasing these tools for outplaced employees. They can give employees an easy way to organize their job search in a time when they may not understand where to go next.

Stay timely
Outplacement needs to be offered as soon as possible. Since the job search is a lengthy process, former employees get the most out of the service this way. In addition, organizing and managing the job search can sometimes involve some trial and error. Many people aren’t going to see results immediately. So, while the length of your outplacement service will vary, one to three months is definitely a fair timeline.

Laying off employees isn’t the best situation for any company. However, by using resources like outplacement services, you’ll be able to transition former employees into better futures -- and continue to be a part of their professional journeys.

What do you think? What are some other ways to conduct proper outplacement services?