How to master crises
and separation
in 4 steps
From planning to rollout, you'll receive a clear process and support with communication and employee reviews. Hands-on, step by step.
Leadership in Change. You'll learn how to conduct employee interviews, change management, healthy leadership, and how to promote trust and a positive work environment.
If desired, I can conduct employee interviews and support the affected employees. I also provide support during the transition to transfer companies.
Through targeted measures to Employee retention we strengthen loyalty, motivation and confidence in the future
1. Separation Management with Fairness and Respect
A smooth, well-prepared process can even strengthen the employer brand
A respectful separation process
A separation process goes through several phases – from shock to anger and withdrawal to reorientation. These impact both the company and the affected employees. Each phase is therefore carefully planned and professionally supported.
While managers and HR manage the process strategically, employees and teams must process the change emotionally. A structured approach is developed to help overcome both legal and emotional challenges.
2. Leadership
Healthy leadership in change
Positive Leadership
Especially in restructuring, good leadership is needed to create trust and rebuild self-confidence.
Positive leadership focuses on strengths and employee development.
Instead of emphasizing deficits, this form of leadership focuses on the potential of each individual and the entire organization.
It promotes trust, motivation and a sense of purpose – and thus creates an environment in which people enjoy working, contribute and grow beyond themselves.
Healthy Leadership
In addition to implementing strategic decisions, leaders are required to provide stability, direction, and emotional security. "Healthy Leadership – Yourself and Others" supports leaders in confidently dealing with pressure, uncertainty, and resistance – both within themselves and within their teams. It thus lays the foundation for a resilient leadership culture that manages change in a healthy and humane way.
Health Management
Especially in times of profound change, a systematically structured corporate health management (CHM) program is crucial for ensuring healthy working practices and employee motivation in the long term by specifically incorporating organizational structures, leadership culture, and employees. The goal is to identify stressors early on, strengthen resources, and thus create a work environment in which health, motivation, and performance are maintained despite the pressure to change.
3. Outplacement
Good employers never leave anyone alone
What is outplacement?
Outplacement refers to the professional support of employees who leave a company as a result of operational changes such as restructuring or downsizing. The goal is to assist those affected in their career reorientation. Outplacement consulting includes a strengths and labor market analysis, the optimization of application documents, time and self-management, social media, interview preparation, and active support in the job search.
Method
Individual counseling is combined with digital learning modules. Participants have access to practical content at any time via a platform. The process is accompanied by personal coach access, ensuring that each participant receives individual support. Positive psychology approaches are also used in outplacement counseling. The goal is to highlight participants' individual strengths, align them with the demands of the job market, and define potential development measures.
Transfer company
A transfer company can be an attractive option for employees on short-time work to reorient themselves. EA transfer company is an independent organization into which employees are temporarily transferred – usually for up to 12 months. There, they receive training, counseling, and placement opportunities while continuing to receive an income (transfer short-time work allowance top-up from the employer).
4. Employee Retention
After the restructuring. What's next?
Measure and improve employee retention
After a restructuring, employee engagement is often compromised – due to uncertainty, anxiety, changing roles, or a lack of direction. This makes it all the more important to get a sense of the mood and implement targeted measures that restore trust and create new motivation.
Method
Transparent communication, clear goals, and genuine employee engagement are key levers for sustainable engagement. Managers play a key role in this and learn the necessary methods to create a work environment that offers confidence and trust to all employees. Digital solutions can measure the engagement rate; appropriate measures and their implementation are recommended and supported.