An article by Abdullah Redzepi and Michael Hasler in HR Profi - 2023
Separations are often unavoidable in a professional context, and in today's fast-paced and dynamic working world, they are not uncommon. Whether it's a case of redundancy 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.
The taboo subject of "separation" in the world of work
Unfortunately, separations are still often associated with negative connotations such as pain, loss and financial burdens. For many HR professionals, managers and those affected, separation processes are associated with challenges and emotional stress. The topic of "separation" is still treated as a taboo and is one of those topics that are not thought through preventively and discussed openly.
The effects of an unfavorable separation culture can be considerable and cost the company a lot of money in the worst-case scenario. In addition to the obvious costs such as social plans, severance payments, training, counseling, outplacement and legal costs, the hidden costs are often more significant. These include fluctuation costs, absenteeism, deterioration of the working atmosphere and loss of image with partners, customers and potential future employees. A successful separation culture can not only minimize the negative effects, but also have positive effects on individuals and organizations.
Communication as the key to a successful separation process
A successful separation culture requires clear communication and transparency. Both those directly and indirectly affected should be informed about upcoming changes at an early stage. Open communication regarding the economic, organizational or strategic background creates clarity and enables those affected to view the situation from an informed perspective.
According to a study by the Harvard Business Review (2019), 84% of the employees surveyed were more satisfied with the separation process if they were informed about the situation at an early stage and were given clear reasons for the separation. Transparent communication helps to avoid rumors and uncertainties, which strengthens confidence in the decisions.
It is crucial that the reasons for the separation are communicated clearly and objectively. By sharing information, everyone involved can better understand why the separation is necessary and what the next steps will be. Clear communication also helps to avoid misunderstandings and strengthen employees' trust in the organization.
Support in the separation process: investing in the future
A successful separation culture is characterized by support and guidance for the employees concerned. Many companies now offer career counseling, outplacements, position assessments, training or psychological support to help terminated employees. Such measures show those affected the necessary respect and appreciation, reduce the emotional strain and enable them to emerge stronger from the separation and devote themselves to their professional reorientation.
By committing to offering resources to help those affected by a separation to cope with the changes, employers show their care and commitment to the well-being of their employees. By investing in the future of those affected, companies are fulfilling their social responsibility and can positively benefit their reputation as employers.
The way in which a company deals with separations can have a strong influence on the relationship with the remaining employees, the so-called survivors. When survivors see that the company supports employees affected by separation and treats them with respect during the separation process, they gain trust in the company management. This trust can lead to long-term employee retention, as they feel that the company will not abandon them in difficult times. And in times of a tight skilled labor situation and higher turnover rates, long-term employees are all the more valuable resources for a company, as they bring experience and expertise and contribute to the continuity of business operations.
Opportunities for a fresh start, innovation and improved reputation
To a certain extent, the word "separation" itself represents an "end point". Nevertheless, a successful, positive separation culture offers opportunities and space for new beginnings and innovative changes. Companies that implement effective separation strategies generally adapt better to changing market requirements and have a higher rate of innovation (McKinsey & Company,2022).
The ability to deal positively with separations enables those involved to break new ground and develop new potential. The ability to part ways with employees who no longer fit in can help to attract talent that is better suited to the corporate culture and strategic goals. In this respect, necessary changes through separations can lead to improved efficiency and the promotion of new ideas.
A successful separation culture is indispensable and has a significant impact on the overall corporate culture and reputation of a company. It also underlines the perception of a company's social responsibility - because when employees feel that they have been treated fairly and respectfully, their overall satisfaction increases, they show long-term loyalty to the company and recommend it to others as an employer.
Potential employees are increasingly looking at the corporate culture and treatment of employees when choosing their employer. A positive separation culture can strengthen a company's image as an employee-friendly employer and attract talented professionals. At the same time, a negative separation culture can deter potential applicants and damage the company's reputation.
No strong corporate culture without a well thought-out separation culture
A successful separation culture is more than just an HR task - it is an integral part of the corporate culture. If it is carefully planned and implemented, it can lead to a positive change in the working environment. Creating an open, respectful and supportive atmosphere during the separation process helps employees to perceive the company as socially responsible and employee-oriented.
Conclusion
A well thought-out, positive separation culture can improve the company's image and contribute to the long-term retention of highly qualified employees. HR specialists and managers should endeavor to anchor the topic of separation in their strategic HR policy and advocate the implementation of a positive separation culture.
A successful separation culture is an essential component of a strong and employee-oriented corporate culture. Open communication, transparency and support for affected employees are key elements of a positive separation culture. If companies manage the separation process carefully and take the needs of those affected into account, they can minimize the negative effects. At the same time, the long-term positive effects on employee loyalty, the company's innovative strength and its reputation as an employer pay dividends
Creating a positive separation culture requires a conscious commitment from HR specialists and managers, who should actively drive this change forward. Ultimately, a successful separation culture can make a difference for the company, the employees and society as a whole. It is worth investing in shaping a positive separation culture in order to achieve long-term benefits for everyone involved.
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