Professional separation interview
The supervisor/owner/supervisory board chairman and the personnel manager quickly get to the point: Here and now our cooperation ends.
Breakup talk
The important first hours of the separation
The superior / owner / supervisory board chairman and the personnel manager quickly get to the point: Here and now the cooperation ends. Despite all the foreboding, a wave of emotions breaks over the person concerned: Surprise, disappointment, anger, despair and fears for the future. That is why details of the break-up should not be discussed until the following days. From this point on, the further career path of the affected person with chances and risks is already decided.
In the negative case, the affected person can only get rid of the inner pressure in the form of telephone calls to family, circle of friends, colleagues, employees and customers with words such as ingratitude etc. in the victim role. The company informs employees and customers that they have parted on the best of terms, that they are making an immediate new start for the sake of the future or that they could not agree on the strategic direction for the future. This communication is almost impossible to correct afterwards and often gets through to personnel consultants or future target companies. With the consequence of a multitude of rejections, since "victims" are not sought after in the application market. In the further process then still another (intermediate) reference with appropriate conclusion paragraph is provided and possibly swing unconsciously also still mutual injuries between the lines. If now the concerning still legal support gets, whereby the future is disregarded and from the separation maximum money "those is to bleed" is to be gotten out, then the chances at the job market reduce clearly.
In a positive case, the person concerned first speaks by telephone with an independent "separation counsellor" who stands for fair separations and sees both sides realistically. In this telephone call, the strategy for the first 48 hours after the separation meeting is discussed. In particular, internal and external communication by the company and the individual must be addressed immediately, as it is difficult to repair in the aftermath. Phone calls with friends who are all "separation experts" and advise "don't take any shit", colleagues "picking up sympathy" and customers must be avoided in the first emotional hours. After that, a personal meeting with the "separation guide" should take place at short notice to discuss milestones of the separation strategy (behavior, communication, termination agreement, etc.). In this meeting, the reasons for the separation should also be discussed and mirrored from the outside so that the transition to the NewPlacement is prepared. If necessary, further support from a lawyer or tax advisor will be sought. Ideally, a proactive approach to new placement can be taken, building on good GOOGLE content, testimonials and references. Revenge and legal battles have no place in this process.
Further information
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