How Career Transition Coaching Protects Your People, Your Brand, and Your Culture

When companies ask me about the ROI of coaching, I usually ask back:

“What does success look like for you, not just in numbers, but in people, especially when those people are leaving?”

Because after years of coaching through restructures, redundancies, and transformations, I can tell you: Culture isn’t built on the good days. It’s revealed on the hard ones.

And there are few moments harder (for both individuals and businesses) than a layoff. That’s why I believe career transition coaching isn’t just nice to have. It’s essential if you care about your people, your brand, and your future.

What Is Career Transition Coaching, and Why Does It Matter So Much?

When most people think of coaching, they think about onboarding, leadership development, or promotions.

But career transition coaching is just as — if not more — important. Because when someone loses their job through redundancy, they’re at one of the most vulnerable points in their career.

Career transition coaching gives them the tools to:

• Process the emotional rollercoaster.
• Find clarity about their next steps.
• Rebuild their confidence for interviews and networking.
• Feel seen, respected, and invested in — even during an exit.

When companies offer this kind of support, they’re not just helping individuals land their next role. They’re sending a clear message: “You matter, even as you leave.”

Real Life: What Happens When Layoffs Are Handled Well and When They’re Not

During COVID, Airbnb had to lay off 25% of its workforce. Now contrast that with P&O Ferries, which fired 800 employees over a video call in 2022. No support. No dignity. The backlash was immediate — legal challenges, public outrage, significant brand damage. Both companies faced tough choices. Only one protected its future by protecting its people.

The Silent Risk of Skipping Career Transition Coaching During Redundancy

Having worked with HR leaders across industries from financial services and tech to manufacturing and construction, I can say this with confidence: Years of investment in people can be undone by one poorly managed layoff.

Without career transition coaching or proper support:

• Former employees become brand detractors, not ambassadors.
• Survivors (those who stay) lose trust, start asking, “Am I next?” and start planning their exit.
• Productivity drops, turnover rises, and attracting new talent becomes much harder.
• Manager stress skyrockets, especially since most line managers aren’t trained to handle redundancies well.

You’re not just managing exits. You’re managing your company’s future reputation. 

How Career Transition Coaching Protects Brands and Builds Trust

I’ve coached many professionals through redundancies, from senior leaders navigating sudden role losses to skilled specialists facing uncertainty about their next steps. And I’ve seen the difference support makes, not just in careers, but in lives.

A coached exit sounds like this: “Losing my job hit hard and deep. But with my coach’s support, I worked out what mattered, got my confidence back, and figured out where to head next. Now, I’m excited about what’s ahead.”

An unsupported exit sounds like this: “They just cut me loose. No help. No care. I’ll never recommend them again.”

One creates gratitude and goodwill. The other leaves scars and negative reviews.

Cost-Effective Ways to Offer Career Transition Coaching

I often hear companies worry: “Career transition coaching sounds great, but we just can’t afford it right now.”

The good news is you can design support that fits your budget. Options include:

• Group coaching sessions that make support affordable and scalable.
• Short-term packages (3 to 6 months) focused on practical next steps.
• Online coaching that connects your people with the right coach, not just the closest one.
• Blended models tailored to your culture and financial needs.

The Randstad Workmonitor 2024 reveals that more companies are turning to flexible, cost-effective coaching solutions to manage redundancies effectively while easing the burden on their internal HR teams and managers.

The cost of not doing it right?

Far, far higher.

Career Transition Coaching Isn’t About ROI Alone — It’s About ROE

Yes, you should track outcomes like retention rates, engagement scores, and the health of your leadership pipeline.

But the bigger return is harder to measure: Return on Empathy (ROE).

Ask yourself:

• How do people experience our company when things get tough?
• Will they leave feeling angry and abandoned, or seen, respected, and empowered?
• What ripple effect will today’s exit conversations have on tomorrow’s talent pipeline?

Final Thoughts: Everyone Remembers Their First Day — But No One Forgets Their Last

In my experience, career transition coaching isn’t just about helping people grow.

It’s about helping them transition with dignity, even when the road ahead is uncertain.

Because at the end of the day, your culture isn’t defined by what you say. It’s defined by how you show up when people need you most.

Career transition coaching doesn’t just ease an exit.

It strengthens your brand, your leadership credibility, and your people’s trust in you and in themselves.

And that’s something no severance package alone can buy.