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The following article is part two of a series about the ins and outs of redundancy and outplacement services.

With so many potential triggers to force a company’s hand, from external factors such as new regulations or a recession, to internal factors like cost-cutting or a merger, redundancies are virtually unavoidable over the course of a business’ lifetime.

This new research looks at how employees' attitudes are changing to their career development in light of the changing economic environment and what are businesses doing to retain talent?

Each outplacement candidate's journey is unique to them Here are some key steps that many professionals will go through

With 77% of HR Directors believing that staff retention is a key issue but only 34% of employees saying they have a personal development plan in place, what can businesses do to resolve the retention disconnect?

Why investing in line managers is key to fostering internal mobility and retaining talent in 2023

How can employers retain talent when 27% of employees want to change jobs in 2023

Bringing together the views of 30,000 employees globally, LHH's latest research, the Global Workforce of the Future, identifies some of the key issues currently influencing employees that employers need to factor in when planning their talent strategies in 2023.

As hard as it is to imagine, business news outlets are rushing to at least ask the question about whether Musk – the billionaire who bought Twitter this fall, laid off half of its employees and pressed remaining staff to go “hardcore” or just go – had somehow become a role model for the modern CEO.

Recognising the value of career progression conversations is one thing; making it a pillar of your talent management strategy is certainly another. It can be done with a patient strategy to equip frontline managers with the tools and mindsets to start the conversation, and a focused process to translate the outcomes of those conversations into talent management.

As hard as it is to imagine, business news outlets are rushing to at least ask the question about whether Musk – the billionaire who bought Twitter this fall, laid off half of its employees and pressed remaining staff to go “hardcore” or just go – had somehow become a role model for the modern CEO.

In a perfect world, executive succession planning for executive departures is an orderly process. Organizations work with key leaders to plan out departures, and successors are groomed and ready to go. But, as we all know, executive departures do not always cooperate with this planful approach. We offer six strategies that will help you avoid a crisis and assure there is a process in place to manage the transition smoothly.