When Termination Tests Your Values: Are You Walking the Talk?

In corporate presentations, career sites, or internal documents, organizational values often take center stage. Integrity, respect, kindness, inclusion, and innovation are commonly highlighted. These principles guide the mission, inspire the culture, and shape decision-making.

But when an organization must terminate an employment relationship, a quiet question often arises—among employees, managers, and sometimes even leaders: Are our actions aligned with what we claim to stand for?

Termination as a Revealing Moment

Announcing a job termination is never trivial. While it can be a difficult experience for the departing employee, it is also a test of the organizational culture. This is the moment when values are either embodied—or eroded. It's where the gap between words and actions may become visible.

Here are a few concrete examples:

• A company that claims to be "people-first" but announces a layoff via an automated email, with no support offered.
• An organization that promotes transparency but keeps the reasons for the termination vague.
• A culture rooted in recognition that fails to acknowledge the contribution of the departing employee.

Such inconsistencies, noticed by those who remain, can create small cracks in the organization’s credibility.

Consistency = Trust

Values only carry weight when they are expressed through concrete actions. During stable times, this alignment may be easier. But in periods of transition—especially during a termination—consistency becomes a powerful marker of leadership.

Here are a few signs of organizational consistency during a departure:

• A respectful, clear, and tactful announcement.
• A sincere recognition of the individual’s contributions.
• Career transition support offered from the outset.
• Clear internal communication that frames the decision without dehumanizing it.

When these elements align with the organization’s stated values, they send a strong message: We take responsibility for our decisions with respect and integrity.

The Mirror Effect on the Team

Employees are watching. They analyze the actions taken, the words chosen, the silences left. And they ask themselves: If it were me, would I be treated with the same respect?

An end-of-employment process that is consistent with values:

• Builds trust in leadership.
• Reinforces the authenticity of the company culture.
• Supports long-term employee engagement.

Conversely, a gap between declared values and actual behavior can breed cynicism, mistrust, or disengagement.

A Role to Play for Managers and HR

Managers and HR professionals are often the ones who must carry these moments. They become the embodiment of the organization’s values through concrete action. Their approach, preparation, and presence have a direct impact on how the process is perceived overall.

This involves:

• Joint preparation between HR and managers.
• Delivering a clear and respectful message.
• The ability to listen, acknowledge emotions, and remain human in moments of discomfort.

The goal is not to conceal the decision, but to humanize it — while staying true to the organization’s core values.

Offering Support: A Tangible Expression of Values

Providing career transition support to an employee whose role is being eliminated is more than just logistical assistance or a temporary "perk." It’s an intentional act that demonstrates, through action, the organization's commitment to handling its decisions with respect.

This kind of service offers the affected individual:

• A space to reflect on their career journey.
• Support in repositioning and moving forward.
• Concrete tools to regain stability.

It also offers the organization:

• A clear internal message: we support, even in parting.
• A softer landing for those who remain.
• Consistency between stated values and lived culture.

In this way, career transition services become a direct reflection of company culture — and a strategic lever for preserving trust through change.

In Conclusion: Values Are Tested Not in Words, But in Moments

Job terminations are not merely HR or administrative matters. They are pivotal moments when an organization’s values are put to the test. Every decision, every action taken, every word spoken contributes to either reinforcing — or undermining — the culture the organization aspires to uphold.

Offering career transition support is a choice to act with coherence. It is a way of saying: We see the person beyond the role. And it is an affirmation that even in parting, it is possible to remain true to one’s principles.