By Liz Bilton, Vice President, Career Management

No leader enjoys having to tell an employee that their job is ending. We try to soften the situation with phrases like restructuring, realignment, or the position has been eliminated in an effort to make a hard reality easier. The real impact isn’t how we say it, it’s how we handle it.

Using softer words can make a tough conversation less uncomfortable, but the most meaningful empathy comes from what you do next.  

• Do you provide fair notice and severance that honours years of contribution?
• Do you offer career transition support to help the employee land on their feet?
• Do you rely on nice words to carry all the empathy weight?

Leaders who match their words with actions are the ones who truly make a difference.  

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Career transition support matters

Today’s workforce is evolving and so are the expectations from employees. When layoffs, downsizing, or restructuring happen, offering transition support is crucial to an employee care strategy. Here’s why:

• It’s a strategic investment in people – Showing care for employees, even when they’re departing, builds trust, morale, and loyalty across your team
• It protects your organization – Support reduces the risk of disputes, ensures legal obligations are upheld, and strengthens your reputation as a fair and compassionate employer
• It strengthens your brand – Employees who feel respected are more likely to recommend your organization, even after they’ve left. It sets you apart as an organization that values its workforce for more than their immediate contributions

Between March and August 2025, we surveyed 57 individuals who participated in career transition programs. An impressive 81% of participants responded positively about their former employers. They,  

• Would recommend their former employer to a friend or colleague
• Would write a positive review about their former employer
• Said their feelings about their former employer were positively impacted
• Believe that career transition services demonstrate an employer’s commitment to employee well-being
• Would engage with their former employer’s products or services

A clear sign that supportive offboarding can turn into lasting goodwill.  

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An ideal outcome

How you support people on their way out leaves a deeply rooted impression that can strengthen relationships, reinforce culture, and extend far beyond your organization

• Positive relationships – Supporting departing employees helps maintain a positive relationship and creates alumni who can be valuable advocates (or happy leavers) for the organization
• Inclusive support – Thoughtful offboarding recognizes the unique needs of individuals at different career stages and reflects a culture that treats people with dignity at every stage. It provides guidance for younger employees making early moves and helps experienced employees explore new paths or retirement.
• Economic impact – Compassionate terminations strengthen the workforce and community. Helping people leave with dignity and support contributes to a more skilled and adaptable workforce, minimizes the risk of prolonged unemployment, and benefits the overall economy

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Turning endings into new beginnings

The real opportunity for leaders is to redefine what it means to do this well. Making termination more compassionate isn’t about the perfect script; it’s about creating a process that treats people with respect, consistency, and care. When our words, actions, and follow-through align, we create a workplace culture that people remember for all the right reasons.  

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