With outplacement support, the employer offers employees affected by redundancy support from external, neutral experts in dealing with the separation situation, professional reorientation and the search for new employment.

Many stakeholders are often taken into account in separation management, but the focus is usually on those directly affected and the decision-makers. The remaining employees (survivors) often receive too little attention, even though they are crucial to the company's success, especially in times of crisis.

Whether it concerns dismissals or professional restructuring: Separations should neither be feared nor avoided. Instead, a positive separation culture offers the opportunity to manage difficult situations constructively, promote personal development and take professional relationships to a new level.

In today's working world, restructuring and the associated dismissals of employees are widespread. Managers, HR managers, terminated employees and survivors all face different challenges during separation processes.

Career decisions can be a major challenge. The question of whether a career assessment or a complete outplacement is necessary depends on various factors.