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Dos and Don’ts for Downsizings and Executive Departures

Use Careful Planning, Sensitivity and Respect to Mitigate the Impact of Executive Terminations
Executive signing on resignation letter for male employee when quitting job and changing new job

Separations at the top can be difficult, emotional and highly visible. The ramifications can extend across employee morale, future hiring, and your all-important brand reputation.

Treating departing leaders with respect, authenticity, and support makes a difference.

We recommend these best practices to create a thoughtful, well-organized, and smooth transition.

Best Practices for Executive Departures

Do:

  • Plan and prepare carefully for the separation with the right stakeholders.
  • Foster goodwill by seeking input from the executive on messaging about their transition.
  • Communicate clearly and as quickly as possible to the organization when the notification occurs.
  • Be factual and genuine in your communications.
  • Respect the departing executive’s right to privacy.
  • Be open to questions and concerns.
  • Offer the departing leader outplacement support at a firm that specializes in executive job search and career transition.

Don’t

  • Underestimate the impact of executive departures on employee morale, future hiring, and your brand reputation in the market.
  • Apologize for the termination or inject your own emotions into the discussion (i.e. “this hurts me as much as it hurts you”).
  • Delve into detailed reasons for the termination. (This is not the time to provide performance feedback.)
  • Launch organizational communications without a clear message or plan for notifying all impacted groups.

Looking for more guidance on career transition in the executive suite? You’ll find other helpful articles, our step-by-step transition checklist for senior leaders, communication templates, and other proven resources in our online guide, “An HR Leader’s Guide to Executive Transition and Outplacement.”

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