What if your senior role is not as secure as you thought?
June 2025
By John Dimitropoulos – CEO Liberty IT Consulting Group
Senior careers define us, giving us a sense of purpose, status and position us as a respected member of the business community and our circle but what if you are made redundant from a senior role? How will you deal with that sense of rejection, not simply within your organisation, but within your business, peer network, family and friends? Yet many have survived, after a successful career of important titles, wealth, power and glamorous lifestyles. Often, we question, who am I beyond the boardroom?
Why did you choose this topic?
I was made redundant twice and found a way to dig deep, navigate my emotions and rise each time wiser and stronger. Today, I am running a successful company that employs many. There is a vast number of senior executives who are out of work approaching the leadership team and I at Liberty IT for employment I have been a trusted advisor and mentor to them, supported them through their rigmarole of emotions, and witnessed how often they are not equipped to deal with it. 2024 was the worst I’ve seen. I, therefore, feel the need to raise the awareness around this escalating topic.
Many are talking about hitting a career “dead-end”. The inevitability of being exited abruptly after committing multiple years of loyalty to a brand. I’m writing this article for those in self-doubt and anxious about their corporate future.
I have collated the answers from the anonymous focus group we interviewed for this article into statistics, which helps to get a balanced view.
What are some of the common themes?
Without exception, immediate family are quietly supporting their loved ones through this period without judgement.
90% of the focus group do not carry feelings of resentment or anger, they elected to take control of the situation and got physically healthier or busy with hobbies.
80% however are doubting their professional confidence and capabilities now. They expressed dissatisfaction with recruitment agencies, who were not empathetic or impactful enough to their emotional state, nor did they learn enough about their skills and past accomplishments to offer genuine opportunities. Most had no resilience in guiding them to a successful outcome. This led the men to feel worthlessness and the women to feel purposeless.
60% reported experiencing “ghosting,” from past colleagues, employers, and potential new hiring managers.
90% reported being underwhelmed by the tools available to their disposal, such as recruiters, LinkedIn, Seek and their corporate network. They also stressed their deep disappointment with the lack of support they received from past colleagues. After the initial shock of the news of their departure and after the initial few weeks of checking in, interest has all but faded away.
90% found career advisors to be useful as they helped them deal with emptions of separation, prepare their bios and coached them on how to position themselves for future employment.
80% expressed dissatisfaction with recruitment agencies and executive head-hunters. They fail to take the time to understand what these affected individuals were going through emotionally, learn enough about their skills and past accomplishments, and had little resilience in guiding them to a successful outcome. Disappearance after a few failed attempts and stopping checking in as a courtesy is apparent.
40% fear imminent financial strife. Some are out of resources and have started drawing from their retirement funds or have asked their bank for new credit against their home.
20% of senior people will hold out from accepting smaller roles waiting indefinitely for a very senior role or a board seat.
10% see this as an opportunity to renew themselves, pivot and take new career horizons or take risk in joining a startup. This small number of individuals expressed great positivity and saw this as an opportunity to find themselves, regroup and find new purpose. They remain positive, optimistic and quietly confident throughout their transitional state.
5% have been severely affected psychologically, to the point of clinical depression and seek professional help.
Why are companies making senior people redundant?
Cost is the primary reason. Global economic headwinds affect companies in such way that return of equity or cost to income ratios dominate their thoughts. Permanent headcount reduction is also proven more effective than reduction of contingent labour.
Productivity, performance, proactivity, drive and enthusiasm are significant reasons to keep one on the payroll. Those who do not exert those traits are vulnerable.
Work patterns. Those with good attendance record, work from the office regularly, good professional behaviour and strong work ethics are usually left out of the exit list.
Currency. Team players and those that adapt and stay relevant, stay valuable. Being current with technology does not guarantee employment but if you do not keep up with times you are guaranteed unemployment
Executive Presence. High achievers work on site, lead with courage and protect their teams. They highlight their team’s success and are valued.
Changing conditions. Restructures, the impact of AI, and aggressive offshoring over the past two decades, an infatuation with imported leaders, have all resulted in fewer senior roles.
Being accountable and Taking ownership. Corporations will always favour those leaders who demonstrate those traits over others.
Any Advice to thrive by?
Acceptance is very powerful for healing. Turn a leaf, shake any self-doubt and look to the future. See your unplanned exit as an opportunity to learn, improve, grow, and do something better.
Find a mentor or coach who genuinely cares about you, someone to last the journey with you, someone with industry wisdom, empathy and understanding.
Be strategic and stay current. The higher up you get the smarter you need to work. Gone are the days of living in a comfort zone and avoiding accountability. Today, staying relevant and keeping your knowledge up to date is essential, invest in your own professional development, public speaking, and brand. Be visible in huddles, in networking events and online. Pursue opportunities to connect, learn new perspectives, gain valuable insights to share at industry events, roundtable discussions, conferences, or seminars. Networking happens outside of regular working hours; invest time so others may invest in you.
Have something to say publicly that people want to hear, on a podcast, in print, on a blog or even on a TED Talk willmake you relevantand build your profile as a trusted leader.
Apply for new positions directly and in person. Identify and talk to hiring managers directly, though challenging, significantly increases your chances of being noticed and heard. Applications are lost on LinkedIn and Seek or corporate career webpages.
People value Authenticity. If you say it, you need to embody it and live by your words. Know the importance of aligned values.
Persist until you’re back. For your personal satisfaction, not to prove anything to anyone. Focus on your growth, not what others might be thinking.
When you start a new position, remember and learn from your past. Acknowledge those who helped you, sent you messages, met you, gave you their time, guided you, referred you, supported you or simply bought you a coffee and listened to your story.
Take control
The reality is that regardless of your seniority, one day, you will exit the organisation. The goal is to make it all the way to a reasonable retirement age and an elective resignation. Hopefully, on your own terms. It is empowering to know and prepare for that day.
If you need more information or just some guidance, Liberty IT is committed to mentoring people gracefully and confidentially through their successful career ascension. Please reach out if you feel you need guidance.
