exitwise Berlin’s Post

What traditional outplacement offers is 𝘁𝗼𝗼 𝗹𝗶𝘁𝘁𝗹𝗲, 𝘁𝗼𝗼 𝘀𝗼𝗼𝗻. A CV before people have processed the shock. Job boards before they’ve rebuilt their confidence. “Next steps” when they haven’t even found their footing. And then we wonder why recovery takes months — or never fully happens. Why the unprocessed feelings and anger are still there a year later. That’s why ExitWise exists: because solving the 𝘤𝘢𝘳𝘦𝘦𝘳 part isn’t enough. Real support that actually helps people starts with the 𝘦𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭 part. 👉 The question isn’t whether you’re offering outplacement. It’s whether you’re actually helping the ones leaving regain their confidence on time, and the ones staying recover their trust in you. #Layoffs #ChangeManagement #FutureOfWork #Outplacement #HRLeadership

The difference between exitwise Berlin and traditional outplacement? This post explains it perfectly. Traditional services focus on CVs and job search. We focus on the 48 hours after layoffs when emotions are raw and bureaucratic confusion is highest. It's the most critical moment, and it's almost always overlooked.

The hardest part about being a business owner? Letting someone go without hurting them or your company. If you’re a small or mid-size business owner, having to lay off one or two employees can be a huge emotional burden. It’s a decision that keeps you up at night because you care about the people on your team. We hear from owners all the time that they want to do this task right, but they’re unsure how to balance empathy, legality, and professionalism. Here’s a framework we share to help make this process a little easier: 1️⃣ Prepare thoughtfully. Before the meeting, document the reasons for the layoff, review contracts and company policies, and map out how final pay, benefits, and any outplacement support will be handled. Being organized here protects both your team and your company. 2️⃣ Keep the conversation short, clear, and compassionate. Start with the decision. Avoid long explanations or justifications that can confuse or escalate the conversation. Instead, lead with clarity and kindness: “Today will be your last day here.” It’s hard to say, but it shows respect. 3️⃣ Support the transition. Provide all necessary information about pay, benefits, and next steps. And consider offering outplacement support — something we’ve seen make a tremendous difference for both the departing employee and the company’s remaining team. It helps people move forward and shows that you genuinely care about them. Small business owners often tell us that when these steps are handled thoughtfully, the experience is much smoother than they feared. It preserves trust, maintains morale, and allows your team to see your leadership in action — even in difficult times. At Endeavor Agency, we guide SMB owners through these challenging conversations. From helping plan the termination to providing compassionate outplacement services, we make sure neither the business nor the employee is left unsupported. 📅 Schedule time with Cord: https://lnkd.in/g-Fu4KSU 📖 Read the full guide: https://lnkd.in/g2GvhyaC Handle layoffs the right way by displaying empathy, professionalism, and support for everyone involved. #outplacementservices #humanresources

𝘽𝙚𝙮𝙤𝙣𝙙 𝙎𝙚𝙫𝙚𝙧𝙖𝙣𝙘𝙚: 𝙉𝙖𝙫𝙞𝙜𝙖𝙩𝙞𝙣𝙜 𝙇𝙖𝙮𝙤𝙛𝙛𝙨 𝙬𝙞𝙩𝙝 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙘 𝙀𝙢𝙥𝙖𝙩𝙝𝙮 𝙖𝙣𝙙 𝘿𝙖𝙩𝙖 📉 As CHROs, we recognize that organizational restructuring, including layoffs, is sometimes a painful necessity for long-term health. However, the operational execution of these decisions directly impacts our future talent pipeline and brand equity. It's a mistake to view layoffs simply as a cost-cutting exercise. The true cost is often hidden in culture erosion and lost institutional knowledge. 𝗧𝗵𝗲 𝗗𝗮𝘁𝗮 𝗜𝗺𝗽𝗲𝗿𝗮𝘁𝗶𝘃𝗲: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 Some research underscores the imperative for a highly professional and ethical process: 𝗚𝗮𝗿𝘁𝗻𝗲𝗿 data indicates that employee perception of fair treatment during a layoff is a key predictor of future employee engagement and retention among survivors. If employees feel their colleagues were treated poorly, survivor syndrome is amplified, leading to voluntary turnover. 𝗔 𝗠𝗰𝗞𝗶𝗻𝘀𝗲𝘆 analysis on successful transformations highlights that organizations prioritizing transparent, frequent, and empathetic communication during workforce reductions achieve up to 2x higher success rates in meeting their financial and strategic goals post-restructuring. 𝗣𝘄𝗖 research emphasizes that investing in robust outplacement services (Guidance) is not just a benefit; it's a strategic move that helps protect the employer brand, with public sentiment being significantly more favorable towards companies that support departing staff. 𝙏𝙝𝙚 𝘾𝙃𝙍𝙊'𝙨 𝙋𝙞𝙡𝙡𝙖𝙧𝙨 Our strategy, therefore, must be driven by data and defined by three pillars: 👉🏾𝘏𝘰𝘯𝘦𝘴𝘵𝘺 (𝘛𝘩𝘦 '𝘞𝘩𝘺'): Clear, timely, and data-backed communication of the business rationale. 👉🏾𝘋𝘪𝘨𝘯𝘪𝘵𝘺 (𝘛𝘩𝘦 '𝘏𝘰𝘸'): Delivering the news with compassion, respect, and clear acknowledgments of contribution. 👉🏾𝘎𝘶𝘪𝘥𝘢𝘯𝘤𝘦 (𝘛𝘩𝘦 '𝘞𝘩𝘢𝘵 𝘕𝘦𝘹𝘵'): Providing best-in-class transition support that protects both the individual and the corporate reputation. In the current volatile market, what is the single most actionable metric or data point (e.g., survivor engagement score, outplacement utilization rate) your HR team tracks to measure the true success of a difficult restructuring? Share your insights below. Let's elevate this conversation to a strategic execution . #CHRO #HRStrategy #Layoffs #WFPlanning #DataDrivenHR #Leadership #FutureofWork

✨ Struggling to land your next role? If you’re a jobseeker feeling ghosted, overwhelmed, or stuck—inflated outplacement programs aren’t your only option. We’ve partnered with Wyatt Talent Advisory to launch our Job Search Essentials Program, a 6-week live coaching experience built for jobseekers navigating layoffs, career pivots, or stagnant applications. 👀 Who this is for: Professionals recently laid off or facing uncertainty Jobseekers applying but not getting through Interviewing but not closing offers Anyone wanting clarity, structure, and direct feedback 💸 The outplacement trap: Traditional outplacement services can cost $1,000–$3,000 per person, and executive packages often exceed $5,000+ Many people feel forced into high‑cost options just to get basic coaching, templates, or interview prep. 💥 Here’s what you’ll get instead (at a fraction of the price): -Resume + LinkedIn revamps that get attention -Clear job search strategy & networking plans -Real-time feedback, live coaching, and salary negotiation help -Shared insider strategies David used while hiring 6,000+ people 🎁 GP-exclusive: $100 off the full price 🗓️ Next cohort starts Oct 20 📣 Join our free Q&A on Tuesday, Oct 7 at 4pm ET Zoom: [link provided in comments] Let’s break away from overpriced outplacement and build something practical, impactful, and fair. 🚀 #jobsearch #layoffsupport #careercoaching #jobseekers #goodpeoplejobs #interviewprep #interviewcoaching #jobsearchhelp #opentowork

A wrong hire doesn’t just miss targets. It quietly slows everything else down. 𝗠𝗼𝘀𝘁 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝘁𝗵𝗶𝗻𝗸 𝗮 𝗯𝗮𝗱 𝗵𝗶𝗿𝗲 𝗺𝗲𝗮𝗻𝘀 𝗹𝗼𝘀𝗶𝗻𝗴 𝟯 𝗺𝗼𝗻𝘁𝗵𝘀 𝗼𝗳 𝘀𝗮𝗹𝗮𝗿𝘆.  𝗪𝗿𝗼𝗻𝗴! ⭕️ You lose the salary ⭕️ Recruiter fee ⭕️ On-boarding time ⭕️ The Projects they tanked ⭕️ The good people who quit because of them ⭕️ And the opportunity cost of the role sitting empty again We worked with a startup where one senior hire looked perfect on paper. Top pedigree. Great pitch. Strong network. But, six months later.. They were back filling the role and repairing the aftershocks. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗻𝗼𝗯𝗼𝗱𝘆 𝘁𝗲𝗹𝗹𝘀 𝘆𝗼𝘂:  Bad hires don't fail loudly. They fail slowly. Missed deadlines. Alignment issues. Passive team toxicity. By the time you admit the mistake.. Half your quarter is gone. 𝗧𝗵𝗲 𝗳𝗶𝘅 𝗶𝘀𝗻'𝘁 𝗿𝗼𝗰𝗸𝗲𝘁 𝘀𝗰𝗶𝗲𝗻𝗰𝗲, 𝗶𝘁'𝘀 𝗱𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲. 🔵 Reference checks with people not on their list. 🔵 A paid trial project before the offer. 🔵 Clarity on what "good" looks like by Day 30, 60, 90. ✅ Define outcomes before you define the role. ✅ Design interviews that test behavior under pressure, not just conversation flow. ✅ Treat onboarding as the first 90 days of retention. 🔵 Hiring slow feels expensive. Hiring wrong is expensive. 🔵 A great hire doesn’t just fill a gap, they expand capacity. So, founders - what’s one hiring mistake that taught you the most about clarity? Saurabh Nigam Karthik Kaushik Anissa Bidicchandani Shayantani Mallik Sharany Chanda Ruchita Mamgain Senora Nazareth Aditi Sheoran Mehar Seth Gaurav Nair Sharthok Chakraborty Harkirat S. Divisha Upadhyaya Jeetika Rathore Sudheshna Koganti Rushabh Mota (PCC) Mayank Sharma Madhumitha Venkataraman Girish Kohli #progrowthpeoplesolutions #leadership #founders #culture #management #humanresources

🌟 Outplacement isn’t just about helping employees leave. It’s about helping them land. When layoffs or restructures happen, how you support your people through that transition says a lot about your company culture. That’s where A People Partner comes in. We provide customized outplacement support packages that help organizations: ✨ Maintain their reputation as an employer who truly cares. 💬 Offer employees compassionate career transition guidance. 📄 Provide resume, cover letter, and LinkedIn profile support to set them up for success. 🤝 Ensure departing employees feel valued, even as they move on. Outplacement isn’t just the right thing to do. It’s a smart business move. When handled with empathy, these transitions protect your brand, improve morale for remaining staff, and strengthen trust in your leadership. 💭 The truth: People remember how they were treated when things got hard, not just when they were hired. ➡️ If your organization is preparing for change and wants to support employees with dignity and care, A People Partner can help.

🌟 Outplacement isn’t just about helping employees leave. It’s about helping them land. When layoffs or restructures happen, how you support your people through that transition says a lot about your company culture. That’s where A People Partner comes in. We provide customized outplacement support packages that help organizations: ✨ Maintain their reputation as an employer who truly cares. 💬 Offer employees compassionate career transition guidance. 📄 Provide resume, cover letter, and LinkedIn profile support to set them up for success. 🤝 Ensure departing employees feel valued, even as they move on. Outplacement isn’t just the right thing to do. It’s a smart business move. When handled with empathy, these transitions protect your brand, improve morale for remaining staff, and strengthen trust in your leadership. 💭 The truth: People remember how they were treated when things got hard, not just when they were hired. ➡️ If your organization is preparing for change and wants to support employees with dignity and care, A People Partner can help.

💠The Quiet Power Before the Hire — Alignment in Motion Every great delivery starts before the first call. Before the resume. Before the rush. It starts in the stillness — where alignment happens. Because hiring is not about chasing availability. It’s about discovering compatibility. At Reliant HR, we treat alignment as an art — a meeting point of logic and intuition. We map beyond skills — into purpose, pace, and potential. We listen to what’s said… and what’s unsaid. That’s how we place people who don’t just fit the job — they fit the journey. 💠 Alignment isn’t a step. It’s the spine. When the process aligns, everything flows — delivery, trust, success. And that’s when hiring becomes what it was always meant to be: A strategy, not a scramble. When that alignment locks in, delivery becomes a rhythm. Not a reaction. Because it’s never “hire and hope.” It’s hire with harmony. ✨ That’s how the right talent doesn’t just fill a gap — they fit a vision. #ReliantHR #SmartHiring #AlignmentBeforeAction #StrategicStaffing #PrecisionInProcess #TalentAlignment #HiringFramework #ResourceStrategy #OutcomeDrivenHiring #HumanCapitalDesign #FutureReadyTeams #StrategicPartnerships #HiringExcellence #TalentBlueprint #SyncToSucceed #IntentBeforeImpact #HRTransformation #ReliantApproach #WorkforceIntelligence #GrowWithReliant #StaffAugmentation #ITStaffing #ContractStaffing #GlobalStaffing #GulfStaffing #EuropeStaffing #USStaffing #IndiaStaffing #UKStaffing

People don't just resign from companies... they resign from silence, stress & we'll look into it. But what do most managers do when someone quits? 👉Open the resume folder. 👉Post a job opening. 👉Repeat the cycle. Before replacing your resigning employees - ask yourself: WHY are they leaving? Is it the salary? Or the lack of appreciation? The workload? Or the manager who thinks "work-life balance" is a myth? Truth is __ you can keep hiring replacements.... But if your culture stays broken, even the best hires won't stick. So next time someone quits, don't just post a job. Pause. Reflect. Fix the leak before refilling the tank. Because good employees don't just walk away. They're pushed. Agree 💯? Follow MOHD BILAL for more insights. #LeadershipMatters #CompanyCulture #EmployeeExperience #HRWisdom #RetentionStartsWithYou #WorkplaceTruths #WorkCulture #EmployeeEngagement #HR #Management