Responsible workforce transitions
We help technology organisations prepare and manage layoffs, restructuring and role exits with thoughtful planning, aligned communication, manager support and practical career transition support for affected employees.
Why responsible talent exits matter
Workforce reductions affect more than the people who leave - they also influence retention, trust and employer reputation.
Source: INTOO and Workplace Intelligence, Culture in the Balance, 2025.
71%
Would begin looking for a new role after layoffs, even if they kept their job
62%
Say they lost trust in their employer following layoffs
86%
Believe career transition support should be offered to employees affected by layoffs
Support across the workforce transition
We support the decisions, communication and people experience required before, during and after a workforce change.
Transition planning and readiness
Define objectives, audiences, decision ownership, risks, sequencing and the support available.
Communication and manager preparation
Develop aligned messages, FAQs, manager briefings, conversation guidance and escalation routes.
Career transition support
Help affected employees stabilise, define direction, position their experience and approach the employment market with a practical plan.
Remaining-team and reputation support
Adress trust, workload, retention and employer-reputation risks after the announcement and departure period.
LAYOFF SUPORT PROGRAMME
Practical career transition support for affected employees
A structured programme organisations can provide to employees affected by layoffs, restructuring or role elimination.
The programme combines practical career-transition resources with optional individual advisory support, helping employees regain direction, understand their market position and approach their next move with a clear plan.
Career Direction
Clarify strengths, priorities and realistic next-step options.
Market Positioning
Translate experience into a clear and relevant professional proposition.
Job - search readiness
Strengthen CV, LinkedIn, networking and interview preparation.
Flexible Delivery
Available as a self-guided digital programme or combined with personalised advisory sessions.
Responsible talent exit engagement options
Choose the level of support that reflects the scale, seniority and reputational sensitivity of the transition.
Exit Readiness & Risk Advisory
Prepare the organisation before the transition
For organisations preparing for a restructuring, team reduction or sensitive individual exit that requires leadership alignment and a structured transition plan.
- Transition-risk and stakeholder assessment
- Leadership and HR alignment
- Communication and narrative planning
- Manager preparation for difficult conversations
- Employee-support and transition recommendation
Responsible Talent Exit Programme
Structured support for impacted employees
A structured transition programme for teams or departments affected by restructuring, redundancy or organisational change.
Final fee depends on group size, employee seniority, delivery format and level of individual support.
- Career transition workshops
- Career direction and market orientation
- CV and LinkedIn guidance
- Job-search and interview preparation
- Shared transition tools and resources
- Optional individual advisory sessions
Leadership & Specialist Transition Advisory
High-touch individual transition support
Confidential advisory for senior leaders, high-impact specialists and visible exits requiring deeper career repositioning and individual support.
- High-touch 1:1 career advisory
- Strategic career repositioning
- Leadership and personal-brand narrative
- Executive interview simulations
- Market and opportunity mapping
- 30-day follow-up support
- Programme pricing is calibrated to the transition context.
- Group programmes typically range from €250–€600 per employee. Individual support ranges from €350–€800 for junior and mid-level professionals and from €900–€1,200 for leaders and specialist roles.
Managing the impact beyond the exit
Outcomes that help organisations manage difficult workforce decisions with responsibility, consistency and care.
A decision you can stand behind
Context, alternatives and wider consequences are considered before action is taken.
Communication people can understand
Employees understand what is changing, why it is happening and what comes next.
Leaders prepared for difficult moments
Managers are equipped to communicate decisions, respond consistently and support their teams.
A more supported transition
Departing employees receive practical guidance to navigate their next professional steps.
Trust among the people who remain
Remaining teams are helped to understand the impact, expectations and path forward.
A reputation that holds
Responsible decisions and respectful treatment protect organisational credibility beyond the exit.
Responsibility before action
A four-stage method for a more considered workforce transition.
01 Understand the context
Confirm the rationale, scope and impact.
02 Prepare the transition
Align timing, ownership and communication.
03 Support the moment
Guide managers and affected employees.
04 Rebuild trust
Support remaining teams and learn from the change.
Change may be necessary
Prepare the decision, communication and support before the announcement.