As technological disruption, economic volatility and shifting business priorities continue to reshape our world of work, the growing uncertainty surrounding these evolutions have led to wholesale changes within organisations – many of which have started at the top.
- 56% of C‑suite executives say they are likely to leave their role within the next two years, with 27% likely to leave within six months
- This coincides with the average CEO tenure having declined to 7.1 years, down from 8.3 years in 2021
In today’s job market, embarking on a career change as a senior leader has never been more challenging. And navigating a career transition amidst so much uncertainty demands a targeted action plan – one that takes rapidly changing skill requirements and individual personal career goals into account.
To achieve such a tailored approach, like any other employee, executives need access to comprehensive career support – an organisational investment that can often prove to be expensive due to their seniority. However, price shouldn’t be the determining factor in this equation; after all, investing in executive outplacement isn’t just about helping leaders land new roles, it’s a human-led investment in risk reduction, reputation protection and employee dignity.
The strategic considerations for organisations implementing change at the very top
C-suite executives will very often have accrued long tenures with their organisation and have a strong sense of identity and purpose tied to their role. For those facing a career change, the subsequent loss of status, routine and influence can have a lasting emotional impact that requires additional, expert support to overcome.
- It can take an average of 2 years to recover from the psychological toll of losing a job
- Redundancies affecting 1% of the workforce can lead to a 31% increase in voluntary turnovers
- 58% of senior leaders say they now prefer portfolio careers as their optimal work arrangement
Due to the nature of their position and visibility within the wider world of work, personnel changes at this level often come with heightened workforce and even media attention. Organisations will find themselves under greater scrutiny and pressure to implement change the right way, where one mishandled transition could lead to irreparable reputational damage.
Experiencing change in the latter stage of their career means senior leaders often want to explore more diverse career pathways, as opposed to simply looking for a like-for-like role in a different organisation. Having access to support that empowers them to pursue all the options available is key to ensuring successful outcomes and a positive experience.
Supporting leaders through change, the right way
Organisations investing in outplacement support for their most senior populations will be best positioned to:
Handle the sensitive nature of redundancy with care and expertise – Human-led career support ensures leaders have access to a human coach who can provide them with a psychologically safe, outcome-driven experience aligned to their unique needs.
- 95% of executives supported by Right Management say the support from their coach was the most important enabler of success
Protect their employer brand – In handling senior exits with dignity, structure and care, businesses are better positioned to strengthen brand advocacy and maintain trust among remaining leaders who need to drive the business forward.
- 61% of individuals with access to outplacement would recommend their employer, versus 17% of those who were unsupported.
Provide a highly tailored experience – Helping executives explore the full range of career paths available – from new roles and portfolio careers to entrepreneurship and active retirement – ensures they can confidently take a meaningful next career step that is right for them.
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37% of executives supported by Right Management successfully embarked on a career change following redundancy
Limit reputational and legal risk – With a mass of legislative changes coming into play throughout 2026 – from increased day one rights for new starters, to the collective redundancy award being doubled, and unions now becoming more accessible than ever – businesses investing in the employee experience during times of change will be able to prevent costly legal repercussions, simply by doing right by their people.
- Employment tribunal claims that progress to a full hearing can cost employers upwards of £60,000 once legal fees, internal resources and settlements are factored in.
The way organisations manage senior level career transitions can have a lasting impact on employee trust, employer brand and business performance. Investing in high-quality outplacement support helps ensure executives leave as advocates, not detractors, creating positive outcomes for both individuals and the organisation.
To find out more about how we could support your senior leaders through change, get in touch today.
