Separation Management

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.

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A successful separation is perceived as fair and professional by all parties involved and is enforced without noise and as little grievance as possible - regardless of whether it is a major structural measure or an individual case. division one advises and accompanies you in the decisive areas surrounding a successful separation.

Our team of experienced experts specializes in advising and supporting complex transformation processes. For this purpose, we have developed a proven concept and an associated separation process to enable management teams to cope with such a complex task. Particular attention is paid to achieving the following goals:

  • Maintain the future viability of the company
  • Increase the productivity and profitability of the company
  • Fulfill the transformation goals
  • Identify, retain and build future competencies
  • Increase the flexibility of the organization
  • Create agile and customer-centric structures

These goals are achieved with our structured transformation process tailored to the customer's requirements.


An unprofessionally conducted separation process damages a company's reputation and ties up the energy of everyone involved. It is important for managers to communicate the reasons for separation to employees clearly and in a neutral manner, thereby avoiding emotional and legal conflicts. The success of a change depends on your managers. We advise and assist your managers and HR in the separation process and train in separation talks.


A downsizing scenario presents a company with enormous communication challenges, both internally and externally: On the one hand, the general corporate culture and the acting management level must not be damaged and, at the same time, the external reputation of the company should remain within the target image. We support you in developing a communication strategy and in involving all stakeholders, executives as well as HR and the works council. Further we organize information events for employees and individual exit interviews. The goal is to ensure that all stakeholders are informed in detail about the process and the support measures and gain certainty about how to proceed.


In the separation phase, it is important to meticulously follow a detailed project plan that has been prepared in advance. Employees must be assured that they will receive a fair and appreciative offer. The basis for this, is the communication by supervisors and HR in the separation meeting. It is important to give employees the opportunity to make a conscious decision: What do I want? What can I do? What framework do I need? This happens in our orientation phase. This phase aims for self-reflection and to obtain initial information about the specific relevant job market.


If employees decide to leave the company, we offer comprehensive support so that they can continue their professional careers as quickly as possible. The newplacement phase aims to optimally prepare employees for the job application situation and to provide them with the best possible advice during contract negotiations and decision-making. We support them in developing a convincing self-marketing strategy, in making optimal use of their personal network and in making the right decision in the end.


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.


The goal of leadership development programs is the sustainable development of managers aas well as the optimization of the leadership culture in the company. Leadership development programs serve different purposes, such as establishing a common leadership culture and language. They also provide an opportunity to exchange ideas and network with colleagues you don't meet every day. Content is developed and delivered in a way that is appropriate to the experience background. Particular attention is paid to ensuring transfer to everyday working life. Our programs are developed in alignment with the company's strategy. In this way, the core elements of the business strategy are reinforced and the culture throughout the company is shaped accordingly. Executives have the opportunity to exchange ideas with colleagues in an active way and to deal with current issues and to grow accordingly. We develop individual executive academies and programs for companies, which consist of a method mix of blended learning, on-site and self-study elements.


Our team building programs align teams to the strategic goals of the company. With the support of appropriate personality tests, we identify roles and preferred behaviors of individual team members and can form high performance teams in conjunction with personal (technical) competencies. The new team is expected to be successful and productive quickly and to develop and live a sense of unity. Optionally, the teams are supported and further developed over a defined period of time, both in events in attendance and in virtual classrooms.

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Telephone: +49 711 310 58427
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LinkedIn: Viola Dilthey