HR Crisis: Managing an Avalanche of Resignations in Service Companies

A service sector SME employs 25 employees and generates revenue between 1 and 5 million euros. The company provides animation services and partially depends on public subsidies for its financial balance.

The management team consists of an experienced director, a rigorous administrative and financial manager, and a dedicated project coordinator. All three have grown within the company and perfectly master the operational challenges.

The organization seemed stable until a major HR crisis disrupted this fragile balance, questioning the very viability of the business activity.

Three key animators resign simultaneously, citing professional burnout and lack of career development opportunities. These departures represent 30% of the animation team and concern the company's most profitable workshops.

This talent hemorrhage triggers a chain reaction: public funders condition the renewal of subsidies on a restructuring plan, while a foundation already suspends its financial support.

Meanwhile, a strategic partnership opportunity presents itself, offering a possible way out through growth. Management must navigate between operational urgency and structural transformation.

The immediate challenge is to maintain service continuity despite the loss of critical skills. The company must quickly identify the root causes of resignations to prevent further departures and preserve the morale of remaining teams.

Financially, the suspension of subsidies jeopardizes economic balance. Management must convince funders of its ability to restructure while exploring new revenue models.

The strategic stake lies in transforming this crisis into a development opportunity. The proposed partnership could enable activity diversification and service offering enhancement.

This business simulation targets senior executives, managers and future leaders looking to develop crisis management skills. It particularly suits HR managers, SME directors and management consultants.

The intermediate difficulty level allows participants with initial management experience to deepen their skills in complex situations, while remaining accessible to professionals in transition or continuing education.