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Professional Offboarding, Exit & Separation Management
OutPlacement-News: The usual reports on offboarding usually start with the separation interviews. However, they start much earlier.
NewPlacement.com: The offboarding process starts with PreSeparation. For this, the company needs a good system in terms of early warning systems from the respective supervisors and early trusting communication with HR.
OutPlacement-News: What do you mean by pre-separation?
NewPlacement.com: There are several reasons why separations occur. One must distinguish between operational necessities (cost savings, restructuring, workforce transformation, etc.) and disturbances, escalation, professional differences or loss of chemistry between owner/committee/supervisor and manager/employee.
The disturbances can occur horizontally (colleagues, competencies) and vertically (owner, own employees).
In the second case, a rescue coach from NewPlacement AG can provide clarification and relaxation (realignment for both sides). If the relaxation does not have a lasting effect, a NewPlacement coaching can ensure a fair, relaxed and future-oriented separation in the next step.
OutPlacement-News: Often, however, the early warning system does not work and the supervisor comes straight to the HR manager with the final intention to separate.
NewPlacement.com: Unfortunately, we also observe this "dropped jaw" very often. In this case, the actual separation process starts with the preparation of the separation meeting (reasons, goal orientation) as well as the termination or with the covert search for a successor.
OutPlacement-News: Many superiors have their problems with the separation and therefore shift the process to the HR department after a short separation discussion.
NewPlacement.com: The art of a separation discussion is to steer the change from the end of the cooperation to the future of the persons concerned and the company. Professional separation management sees a responsibility and care of the company beyond the separation. The radiating effect on the workforce is enormously important and future-oriented. Important employees must not see this separation as a departure to look for a new challenge in advance before their own later termination.
OutPlacement-News: What preparations should be made before the separation meeting?
NewPlacement.com: In advance, the HR department should take care of a suitable external separation coach (NewPlacement AG), who can absorb the first hours and days after the separation. He or she can absorb or avoid anger, disappointment, and aftershocks, and prevent legal disputes through the NewPlacement AG set screw model. Furthermore, the process should be defined with the supervisor.
OutPlacement-News: What should the process of a separation interview ideally look like?
NewPlacement.com: After a brief warm-up by HR, the decision to separate is explained. The motives are briefly outlined, a retraction is ruled out and the unilateral nature of the separation is pointed out. In contrast to the employment contract, the termination is a unilateral declaration of intent. A detailed discussion of the reasons does not bring about a turnaround and destroys the last connections.
Therefore, the moderator role of HR is required at this moment. Ends become beginnings and give the separation fairness, relaxedness and future orientation. One refers to one's own responsibility even beyond the separation and offers immediate contact to a separation coach. It is essential to point out that the separation coach, regardless of the fee, is only obligated to the affected executive and absolute confidentiality is guaranteed.
The company will not receive any information from the conversation. Finally, adjourn for a few days and "temporarily" release the executive.
OutPlacement-News: What tasks should the company complete after the separation interview until the continuation interview?
NewPlacement.com: Under no circumstances should the internal and external communication about the separation take place, as it should be, among other things, part of the next conversation within the framework of the set screw model. Finished facts destroy the "trust" after the separation discussion. Usually there are guidelines in the company regarding termination agreements and allow for a quick first draft, but this often smashes a lot of porcelain with the affected executive and pushes him into a legal dispute. For this reason, we recommend preparing, but not sending to, the terminated executive. The discussion should not take place until the next meeting.
OutPlacement-News: What is the task of the separation coach after he has been called in?
NewPlacement.com: The separation coach provides an immediate counseling session after the executive's request, ideally on the same day as the separation meeting. This involves putting on hold any short-circuit activities that result from anger and disappointment or "goading" by family or friends. This includes separation communication from the "victim" role toward colleagues, employees, external partners of the company and social media. After focusing on the future, taking a proactive part in the separation and defining internal and external communications, the executive sees his or her own position and prospects much more clearly. It would be unfortunate if spontaneous communication blocked this path.
OutPlacement-News: How do you prepare the executive for the follow-up interview in the company.
NewPlacement.com: The separation coach defines more than 20 parameters for the termination agreement with the executive as part of the NewPlacement AG set screw model. Among other things, severance pay, time off, sprinter's share, communication, assumption of the fee for a NewPlacement coaching, testimonial and reference are discussed. Both interests are also examined and, if necessary, solutions for the transfer of knowledge to a successor are discussed. With this set screw model, the executive can achieve a mutual separation win-win with the company.
OutPlacement-News: How do you imagine an optimal separation follow-up meeting?
NewPlacement.com: The affected executive has processed anger and disappointment with the separation coach and can approach the conversation from the meta-level. First of all, the executive thanks the coach for the time spent together and the opportunity for advancement. He agrees with the one-sidedness of the separation and then arrives at the parameters of a mutually agreeable separation. He is aware that the goal is a mutual win-win rather than "punishing the company." Both sides can mark their red lines on the more than 20 parameters and show a willingness to compromise on other points. But the bottom line is that this separation should be fair, relaxed and forward-looking. By involving a NewPlacement coach, the affected executive receives professional support in finding and winning an optimal new challenge.
OutPlacement-News: That means that the Rescue-Coach, the Separation-Coach and the NewPlacement-Coach can be one and the same person?
NewPlacement.com: In addition to these three roles, NewPlacement coaches may also assume the role of career coach on demand in the context of onboarding, integration and especially establishment in the new job. If, after a few years, this relationship with the new company should also break down, the coach switches back to his or her rescue role. In this way, he can continue to support executives for years in their professional lives.
OutPlacement-News: What does offboarding look like when an executive resigns?
NewPlacement.com: In this case, the disappointment is on the company's side. Especially if the executive represents an important role in the organization and is highly knowledgeable to the company. Often, the disappointment is followed by a release by the company. However, such a course of action should be weighed thoroughly. We recommend engaging an exit coach from NewPlacement AG to coach the departing executive, his or her supervisor and, if necessary, the successor over the remaining time. As an incentive for the departing executive, the package includes onboarding coaching for entry into the next company. During the exit period, the NewPlacement coach ensures relaxation, constructive cooperation and commitment until the day of departure from the company. Thus, the existing knowledge can be transferred and a good transition to the successor or the superior can be ensured.
OutPlacement-News: Does the same apply to partial retirement and retirement at 67?
NewPlacement.com: Yes, but with different signs. You have to consider the different drivers (company or executive) for the upcoming exit. Even the self-determined exit is still fraught with the problem of letting go and allowing. The exit coach can accompany the transition here and coach the exiting executive as well as the successor. The transfer of knowledge and informal relationships must be done carefully, but also consistently. It can often be interesting for companies and "retirees" to agree on a framework for exit consulting.
OutPlacement-News: What role do attorneys play in offboarding?
NewPlacement.com: Lawyers represent legal certainty for the departing executive. In cooperation with the NewPlacement coach, the intention of the consultation should always be fairness, relaxation and future orientation, instead of escalation with legal disputes over months. The NewPlacement coach takes care of the strategic elements for securing the future in the termination agreement within the framework of the set screw model (win-win) of NewPlacement AG. The lawyer vouches for the legal security of the agreement.
OutPlacement-News: Thank you for the interview and the many interesting insights.
Keywords
#offboarding #exitmanagement #separationmanagement #termination #termination agreement #outplacement #rescuecoaching
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