Click here to read an interesting article in “Workforce Management” that discusses the risks associated with voluntary “buyouts”. A major risk of voluntary reductions in force is the loss of high-value employees, which can devastate the organization’s capabilities. However, there is a place and time when voluntary RIFs are appropriate. 

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.