Die ersten Stunden der beruflichen Trennung

Der Vorgesetzte / Inhaber / Aufsichtsratsvorsitzende und der Personalchef kommen schnell auf den Punkt: "Hier und jetzt endet die Zusammenarbeit". Trotz aller Vorahnung bricht eine Gefühlswelle über den Betroffenen herein: Überraschung, Enttäuschung, Wut, Verzweiflung und Zukunftsängste. 


For more than 30 years, our partnership has helped professionals and executives with their careers and job searches with nearly 100% success.

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1/11 Our product portfolio ranges from separation management to outplacement and premium placement.

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2/11 Our USP. What distinguishes us from other providers and their consulting services in the long term.

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3/11 Separation management includes both prevention and fair and future-oriented separation.

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4/11 OutPlacement 2.0 is the further development of the OutPlacement approach for a future-oriented separation.

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5/11 NewPlacement is based on the well-founded Management Integral and stands for its 8 runways to success.

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6/11 PremiumPlacement for managing directors / C-level with high demands on individuality and networking.

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7/11 Upgrade for managers who are stuck in an outplace or transfer measure without success.

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8/11 Career advice based on the management balance for decisions under security and with a future.

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9/11 Rescue Coaching is aimed at managers who find themselves on the "downward" slope in their jobs.

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10/11 Online Coaching on demand is aimed primarily at expatriates in change and managers worldwide.

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11/11 Directory. 115 linked keywords from A-Z about career, separation, networking, application and success.

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Crucial first hours of 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. For this reason, details of the separation 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 can only be corrected afterwards with a lot of experience. Otherwise, it often gets through to recruiters 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 the person concerned now receives legal support, in which the future is disregarded and maximum money ("they should bleed") is to be extracted from the separation, then the chances on the job market are significantly reduced without professional support.

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. This should be followed by a personal meeting at short notice with the "separation facilitator" to discuss milestones of the separation strategy (behaviour, communication, termination agreement, etc.) and the "set screw model" for stress-free negotiation of the termination modalities. In this discussion, the reasons for the separation should also be addressed 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 court battles have no place in this process and usually only cost time and money.


Further information

On our website you can find out more about the extensive
o internal career directory
o FAQ on OutPlacement
o Interviews OutPlacement & Career
o FAQ of the companies
and the horizontal sliders provide very quick information on all phases of career development and professional change.
For an individual and personal assessment, please arrange a free, no-obligation information meeting with your future coach.

Contact by phone, e-mail or contact form
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