Voluntary Severance is a financial offer made by an organization to its employees, encouraging them to resign or retire earlier than planned. This typically includes a package of benefits designed to make the departure more attractive. The key point of voluntary severance is that it is not mandatory; it is an option employees can choose to accept or decline.

I had such an experience, but in that case, it was not a 100% honest decision.

Voluntary Severance Explain

Think of voluntary severance as an invitation from a company to its employees to leave their jobs in exchange for a reward, often when the company is trying to reduce its workforce. The company provides incentives, like a lump sum of money, continued health benefits, or other perks, to make this option appealing. The employee then gets to decide whether the offer is worth leaving their job for, often considering factors like their career plans, financial needs, or personal circumstances.

Popularity of Voluntary Severance

Voluntary severance is particularly popular in several scenarios:

• Economic downturns or restructuring: Companies might need to downsize due to financial pressures or strategic changes.
• Technological changes: As technology evolves, some roles become redundant, and companies might offer voluntary severance to those affected.
• Merger and acquisitions: When companies merge, there’s often an overlap in roles, leading to workforce reductions.
• Public sector and large corporations: These entities often use voluntary severance to manage staff levels more flexibly and less disruptively than layoffs.

Benefits for the Employee

Voluntary severance packages can offer several benefits to employees:

1. Financial Incentive: A significant financial payout based on years of service or salary can provide a substantial financial cushion, often more generous than standard resignation terms.
2. Time and Flexibility: Accepting a severance package can give an employee more time to transition to new opportunities, further education, or retirement without the immediate pressure of finding another job.
3. Additional Perks: Besides money, packages might include extended health benefits, career coaching, or other services to support the transition.
4. Voluntary Decision: The choice to accept a voluntary severance is up to the employee, which can make the process of leaving a job feel more controlled and less stressful than being laid off.

For many, the decision to accept a voluntary severance package depends on their personal and financial situation, career goals, and the specifics of the offer itself.

Which scholars have studied voluntary severance issue?

These are just a few of the many scholars who have researched Voluntary Severance. Their research has provided valuable insights into this complex topic. I believe that you should study their research first if you really want to become an expert.

• James A. Hausman: (1984-1994) A professor at Harvard Business School who has researched the impact of Voluntary Severance on the morale and productivity of remaining employees.
• John T. Addison: (1986-1997) Cornell University professor who has studied the impact of Voluntary Severance on companies’ financial performance.
• Mitchell Dean: (2001-2010) Professor at the University of Sydney who has researched the social and political implications of Voluntary Severance.
• Peter Cappelli: (1999-2008) Director of the Center for Human Resource Management at the University of Pennsylvania, who has researched best practices in Voluntary Severance.
• Brian Becker: (1997-2009) Professor at the University of Michigan, who has researched the impact of Voluntary Severance on the career outcomes of employees who have left.