• The vast majority of executive respondents (93 percent) express that career transition services bring value to employees and organizations. 56 percent of respondents indicate that such services are "very important" and another 24 percent indicate that they are "important." The majority of respondents thus view the existence of career transition services as a benchmark for healthy organisations with strong employer brands
• A small fraction of respondents (15 percent) indicate that they do not provide career transition services. When invited to explain why, executives reveal that they generally fall into 1 of 2 categories; either they believe that the service is too expensive (31 percent), or that their employees do not need it (44 percent). In explanation, one respondent indicates that their company is simply too small to necessitate service provision
• Executives who affirmed provision of career transition services were invited to explain further. 88 percent of respondents state that their organisations provide transition services for all employees and 6 percent provide them for executives only
• When asked which career transition services were most valuable to employees at their organisations, respondents chose "one-to-one coaching" (56 percent) and "networking groups" (44 percent) as the most valuable, while "office space" was the bottom service category with 9 percent of respondents. For non-executive employees group workshops and online self-service activities were also seen as important. Online services are seen as most effective and highly beneficial when used as a complement to hi-touch services. However, they seem to lose their efficacy as their usage moves beyond the scope of their limitations

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