What do you owe someone you are letting go?
By Cindy Nicholls Smith · Published January 22, 2026
You owe a clear reason, a package that meets or exceeds the legal minimum in your jurisdiction, notice handled in one conversation rather than rumour, practical transition support, and a consistent reference. How a departure is handled is read by everyone who stays.
Clarity is kinder than comfort
Vague reasons leave people re-litigating the decision for months, which slows their search and raises the odds of a dispute. A direct, factual explanation — role eliminated, direction changed, performance against a stated standard — lets the person move.
Support the search, not just the settlement
Severance solves cash flow. It does not solve positioning, market access or the confidence to re-enter a search after twelve years in one company. Transition support pays for itself in shortened searches and preserved relationships.
Everyone who stays is watching
Departures set the internal price of loyalty. Handled well, they reinforce that the organization is fair under pressure. Handled badly, they trigger the quiet exits that follow three to six months later.