Successfully adjusting the size of the workforce in line with corporate strategy is one of the most challenging management tasks. Its complexity results from the requirements and interactions of the individual stakeholders, especially if this is associated with savings in personnel costs and staff reduction measures.
Many tasks have to be mastered in such a process: from the definition of the affected employees, to negotiations with employee representatives, the drafting of termination agreements and severance arrangements, to the simultaneous development of future competencies.
The quality of the separation management is crucial for its successful outcome. Leadership culture, process reliability and appreciation are increasingly in focus during such a corporate phase. Successful separation management aims at the full satisfaction of all parties involved and in addition saves the company financial losses and the corresponding loss of image.
We advise and support our clients' executives during such a phase of change. Target-oriented planning and implementation, the consideration of opportunities and risks as well as the creation of an individual internal and external communication strategy are part of our portfolio of measures. We design the essential process flows, train the acting management and make sure that affected employees are supported.
Our separation management model aims for maximum satisfaction of all parties involved, taking into account profitability as well as the culture, image and performance of the company. division one's broad experience from numerous successfully supported separation and retention programs, gives our clients the security to successfully master difficult phases, such as a workforce reduction.
The term 'retention' comes from the Latin word 'retinere' and means to hold back or stop. Retention management is a strategic task and comprises special measures and projects aimed at creating a working environment that will retain qualified and motivated employees for as long as possible.
Retention plays a central role with regard to changes in the company, such as separations. Here, the employees who remain in the company are often neglected. But a professional separation process also includes, above all, measures for employee retention. Talented, motivated and qualified employees must be identified, appropriately taken along and it must be ensured that these high potentials remain in the company.
Our consulting services in the area of retention include coaching managers to embrace change, manage it and inspire their team to embrace it.