Category: Firing and Restructuring

Reduce an executive’s role only when a genuine business need remains and the revised job can be made workable.

Reset workloads after layoffs by removing work before distributing the responsibilities that remain. Bring managers and people who perform the work into a ...

Start by deciding what work will stop and who now owns the remaining obligations. Explain current priorities and honor specific commitments before asking e...

Prepare managers with counsel-reviewed facts, a clear role, and a rehearsal of difficult questions. Evaluate clarity and boundaries rather than requiring a...

Tell customers affected by layoffs who now owns their work, which delivery commitments remain verified, and how to escalate an urgent issue. Acknowledge th...

Announce layoffs with a verified business reason, a clear account of the process, and confirmed next steps for affected people.

Prepare the employment decision with counsel, then deliver it directly and respectfully. Acknowledge the relationship without asking your friend to comfort...

An outcome-and-support review for deciding whether to continue a correction plan or seek advice on an executive exit.

An executive exit meeting should state the reviewed decision clearly, explain the immediate practical steps, and avoid a debate disguised as consultation. ...

Address an executive’s missed expectations by naming the required outcome, the observed gap, and the next review.