Violent Dismissal of a Leader — From Legal Hostility to Negotiation | NegoAndCo
HR Case Study: Violent Dismissal — 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?
- 48 years old; **General Manager, Building Division** at **XXXX** for 4+ years; strong results and bonuses; direct report to the President.
- After remarks misinterpreted towards a regional director, an alliance formed; President announced you must leave and mentioned a mutual termination.
- During Covid‑related sick leave, company kept pressing; headhunter contacted you with another offer; you then received a pre‑dismissal meeting notice and suspension.
- Objective: negotiate the best possible exit without litigation to protect reputation.
🎯 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?
- €350,000 **severance**.
- Resolved in **3 months** vs. typical >2 years for labour court cases.
- Negotiation without conflict; reputation preserved.
🧩 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.