Negotiated Exit & LTIPs Preserved | NegoAndCo
HR Case Study: Stay or Leave — negotiated exit & career protection
NegoAndCo case • HR negotiation • conventional resignation • re‑employability
❓ What is the main problem?
The situation calls for a negotiated exit to protect health, reputation and future employability.
🏢 What is the background?
- 54 years old; CEO of XXXX for 9 years.
- Recruited by **L.P.**; successor **P.G.** maintained you in the role; new President **R.B.** (elected July 2018) preparing a re‑organisation.
- Headhunting underway for your role; clarification request answered as a 'lie by omission'; successor recruitment allegedly not finalised.
- Upcoming meeting with the President to discuss your situation; objective: negotiate the best exit terms.
🎯 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?
- €670,000 severance.
- Retention of **LTIPs** beyond the employment termination.
- Excellent psychological health at the end of talks; relationships with employer remained excellent.
- Fast rebound into a new role with the former employer’s **recommendation**.
🧩 What are the lessons learned?
In scenarios like this, a conflict‑free negotiation secures the financials, protects health and market image, and accelerates re‑employability — often with a better risk/benefit than litigation.
🚀 Conclusion: from risk to a secured exit
A tailored negotiated exit strategy turns uncertainty 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.