Insights

In the last three years, the global workforce — especially in technology — has experienced some of the most significant layoffs since 2008. Companies that once competed fiercely for talent have been forced to restructure, compress teams, and rethink their operating models. And in the middle of this shift lies a service that was designed decades ago but is now showing its age: outplacement. Traditional outplacement had a straightforward purpose. When an organization had to let

A Short Case That Reflects a Bigger Reality Arjun had been with his organisation for nearly seven years. He had grown through the ranks, delivered consistently, and was known for his reliability. Then came a restructuring. His role became redundant—not because of his performance, but because the business needed to pivot. The day he received the news, the disappointment was not just about losing a job. It was the feeling that, after years of loyalty, he was suddenly on his own

India is at a turning point in how organizations think about performance. Traditional performance ratings—the familiar 1-to-5 scales and annual appraisals—are steadily losing relevance. Yet, the need for accountability has never been stronger. As businesses evolve in complexity and speed, performance management must also transform, shifting from static evaluations to dynamic, continuous systems that better reflect real work and real impact. For decades, performance management