A major German insurance group underwent significant personnel changes in its sales organisation. Many leaders were tasked with conducting separation conversations, often with long-standing employees from well-established teams. The goal was to manage the process fairly, transparently, and in line with company culture, while minimising uncertainty, demotivation, and conflict among remaining employees.
To prepare leaders for this challenging responsibility, managerberater designed a customised, two-step program.
- Practice-Oriented Workshop: Leaders participated in a hands-on workshop to explore typical conversation paths and learn how to deliver redundancy messages clearly, respectfully, and calmly. They practiced responding professionally to sensitive questions such as, “Why me?”. The workshop also addressed the survivor dynamic, teaching leaders how to acknowledge the concerns of remaining employees and actively maintain their commitment, motivation, and team stability.
- Individual On-Site Coaching: Following the workshop, an experienced coach from managerberater provided confidential one-to-one support. Leaders analysed challenging cases, refined conversation strategies, and honded key messages. Through realistic simulations, they received immediate feedback on language, attitude, and overall impact. Acting as a sparring partner and source of inspiration, the coach strengthened leaders’ confidence and communication skills for separation situations in a sustainable way.
Impact: Leaders reported a measurable increase in composure, clarity, and confidence — even in emotionally demanding situations. Conversations became more structured, respectful, and less prone to conflict. Participants particularly valued the practical focus and personalised feedback.
Conclusion: Conducting separation conversations is one of the most demanding aspects of leadership. With professional preparation, targeted support, and coaching, even difficult conversations can be conducted fairly, respectfully and in a way that reinforces company culture. This is a critical success factor for effective change management, ensuring organisational stability and positive employee transitions.
