Lack of Progression & Glass Ceiling — Negotiated Exit | NegoAndCo
HR Case Study: Lack of Progression — negotiated exit & glass ceiling
NegoAndCo case • HR negotiation • conventional resignation • outplacement
❓ What is the main problem?
An absence of progression and a glass ceiling combine with the end of new projects, a declining workload, and a long‑term salary freeze. Objective: secure a negotiated exit without resigning.
🏢 What is the background?
- Profile: 58; 32 years' tenure; Director of the Gasoline Subsidiary for 10 years; reporting to the Diesel Engine Department.
- Market: diesel decline; no new projects; shrinking workload; salary frozen.
- Opportunity: active discussions with Group A (energy) for a new role.
🎯 What was NegoAndCo’s mission?
Lead the employer to accept an amicable termination — often called a conventional resignation — while preserving the employee’s image and psychological health.
📈 Key success metrics
💰 What were the results?
- Financial: €480,000 severance.
- Support: 18‑month outplacement valued at €35,000.
- Well‑being: negotiation ended in excellent health.
- Reputation: market image preserved; rapid re‑employment with employer recommendation.
🧩 What are the lessons learned?
In stagnation scenarios, conflict‑free negotiation helps secure agreement, fund the transition with outplacement, and protect health and reputation.
🚀 Conclusion: exit on a high note despite the glass ceiling
A tailored negotiated exit strategy turns a career dead‑end into a managed transition — financed and reputation‑safe.
📚 Learn more
See also: negotiated exit, amicable termination, re‑employability.
👉 Facing a similar situation?
Speak confidentially with a NegoAndCo consultant: get in touch.