Termination & Exit Advisory

When someone has to leave, how you do it matters.

Termination and exit advisory in Edmonton and Alberta

Ending an employment relationship is sometimes necessary. How it is planned, communicated and managed can make an enormous difference — to the person leaving, the people who remain and the organization itself.

AVID EXEC works with employers before and through employee exits to help them think through the process, prepare for difficult conversations and determine what support makes sense for the circumstances.

Fig. 01 — Circumstances matter

The approach is not one-size-fits-all.

An executive departure is different from a mid-management termination. An individual exit is different from a restructuring affecting several employees. The position, circumstances, people involved and potential impact on the organization all matter.

Our role can includeFig. 02 — Where we help
  • 01

    Preparing leadership for termination and exit conversations

  • 02

    Thinking through communication, timing, responsibilities and potential organizational risk

  • 03

    Helping determine an appropriate approach based on the employee’s level, circumstances and the number of employees affected

  • 04

    Preparing leaders to communicate clearly, directly and humanely

  • 05

    Supporting conversations with the departing employee where appropriate

  • 06

    Considering the impact of the departure on the remaining team and organization

  • 07

    Helping establish practical next steps and transition support for the departing employee, where desired

Both sides of the equationFig. 03 — Humanity and business reality

Humanity and business reality can coexist.

Termination should never be casual. Neither should it become so complicated that organizations avoid making decisions they know need to be made.

AVID EXEC brings an experienced, practical and human perspective to both sides of that equation. The objective is to help employers manage the business reality and associated risk while treating people with dignity, clarity and respect.

Because even when the employment relationship is ending, how people are treated still matters.

Transition supportFig. 04 — When it makes sense

Transition support, when it makes sense.

Where appropriate, AVID EXEC can also help determine what post-employment support may be useful for the departing employee.

That support will depend on the individual and circumstances, and may include introductions or referrals to resources that can help them understand and communicate their value, strengthen their résumé and LinkedIn presence, prepare for interviews and move forward in their job search.

Fig. 05 — What this is not
  • We do not provide legal advice.
  • We do not advise on severance terms — that is your employment counsel.
  • We do not turn a difficult decision into a process nobody will use.
Questions employers askFAQPage

What is Termination & Exit Advisory?

It is advisory support for employers before and through an employee exit. AVID EXEC helps think through the process, prepare for the conversation, weigh organizational risk and decide what support makes sense for the person leaving.

How is this different from traditional outplacement?

Traditional outplacement begins after the decision has been made and focuses on the departing employee. AVID EXEC works further upstream, advising the employer on how to exit someone well, and then on what transition support is appropriate afterward.

Does the approach change depending on the role?

Yes. An executive departure is different from a mid-management termination, and an individual exit is different from a restructuring affecting several employees. The position, circumstances, people involved and potential impact on the organization all matter.

Does AVID EXEC provide legal advice on terminations?

No. AVID EXEC brings practical search, recruitment and leadership experience to the process. Severance terms and legal exposure are matters for the employer’s employment counsel.

Who delivers the work?

Cindy Nicholls Smith and her team, directly. Employers work with the same people throughout, not with a subcontracted national provider.

What support is available to the departing employee?

That depends on the individual and the circumstances. It may include practical next steps, and introductions or referrals to resources that help them understand and communicate their value, strengthen their résumé and LinkedIn presence, prepare for interviews and move forward in their search.