Is Your Workforce Transition Strategy Protecting Your Company—or Putting It at Risk?
Most HR leaders don’t realize the gaps in their transition process until it’s too late—a Glassdoor review goes viral, a lawsuit lands, or your top performers start leaving. This 8-question assessment reveals exactly where your blind spots are.
• 8 strategic questions• Instant risk score• Personalized gap analysis
Question 1 of 8
When your company last reduced headcount, how did displaced employees learn about their benefits options—COBRA, 401k rollovers, unemployment filing?
Benefits confusion is the #1 source of post-layoff employee complaints and legal inquiries.
A dedicated benefits specialist walked them through every option with deadlines
HR provided a packet of information and answered questions if asked
They received standard paperwork from our benefits provider
We haven’t done a layoff yet, or I’m not sure what was provided
Question 2 of 8
How are the managers and leaders who deliver the layoff news currently being prepared?
Untrained managers are the single biggest source of wrongful termination claims. What they say in those 10 minutes matters more than anything in the severance package.
Professional coaching with scripts, scenario practice, and emotional readiness training
A briefing from HR or Legal with talking points
General guidance and a reminder to be empathetic
Minimal preparation—managers mostly handle it on their own
Question 3 of 8
What career transition support do displaced employees currently receive?
The outplacement industry has changed dramatically with AI. Employees who receive modern support find jobs 3x faster than the national average.
A structured multi-week program with live coaching, AI tools, and ongoing community support
Traditional outplacement services (resume help, job board access, limited coaching)
Some basic resources or a short-term subscription to a job platform
Severance only—no career transition support
Question 4 of 8
After a layoff, what happens with the employees who stay?
71% of surviving employees report decreased motivation after poorly handled layoffs. Voluntary turnover typically spikes 30% within 6 months.
Structured survivor engagement: communication strategy, team rebuilding, trust restoration
An all-hands meeting or town hall to address the changes
Managers are expected to handle their own teams
We mostly focus on the departing employees and hope the rest adjusts
Question 5 of 8
Do displaced employees receive any kind of personality or career assessment to guide their next move?
88% of Fortune 500 companies use validated assessments like MBTI® for career development. Employees who start their transition with self-awareness land better-fit roles faster.
Yes—a validated assessment with personalized debrief and career direction guidance
They have access to self-service assessments through an online platform
No formal assessment, but coaching includes some self-reflection
No—employees figure out their next career direction on their own
Question 6 of 8
For employees who might want to start a business instead of job hunting, what entrepreneurship resources are available?
40% of displaced employees consider self-employment after a layoff. With modern AI tools, launching a business has never been more accessible—but most outplacement programs ignore this entirely.
A dedicated entrepreneurship pathway with AI tools training, business validation, and community
Some general information or resources about self-employment
It might come up in coaching if an employee asks about it
Nothing—our program focuses exclusively on re-employment
Question 7 of 8
How do you currently measure whether your transition support is actually working?
Without outcome data, you can’t prove ROI to leadership, identify what’s working, or justify the investment for the next round of changes.
Regular reports with participation rates, milestones, re-employment data, and satisfaction scores
Basic participation numbers from our provider
Anecdotal feedback or occasional check-ins
We don’t track outcomes after the separation
Question 8 of 8
How quickly could you deploy a full career transition program if leadership announced a restructuring tomorrow?
The window between decision and announcement is often measured in days. Companies without a program in place scramble—and that’s when mistakes happen.
We have an established partner and could activate within 48 hours
We’d need a week or two to evaluate vendors and get something in place
It would take a month or more to research, budget, and decide
We’d be starting from scratch—no existing plan or partner
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