Five Strategies to Support Federal Employees in Career Shifts

Ed note: Posts published on From the Workplace are written by outside contributors and do not necessarily reflect the view or opinion of SHRM.

As the workforce evolves, HR professionals are increasingly called upon to support employees transitioning from federal service to the private sector. According to SHRM's Labor Market Review, there were nearly 127,000 federal civilian layoffs by early April, making this shift more common. As HR leaders, we play a vital role in helping former federal employees adjust seamlessly to the corporate environment.

Having spent much of my career in military support organizations, I understand the challenges of navigating such transitions. As an active-duty military spouse, my professional journey was shaped by the mission-driven culture of the public sector — where we worked together with a shared purpose, focusing on stability and long-term goals.

When I made the leap to the private sector, the shift was stark. Suddenly, the emphasis was on individual performance, office politics, and delivering measurable results tied to business outcomes. While I still worked with federal clients, the corporate environment felt distinctly different, with an expectation to operate independently and aggressively pursue goals, sometimes at the expense of collaboration.

This cultural shift can be overwhelming for federal employees, but HR professionals and organizational leaders can implement five key strategies to make the transition smoother and more successful.

1. Clarify Expectations Early On

Federal employees coming from a structured, mission-driven environment may not be familiar with the high expectations and individual accountability in the private sector. HR and leadership can create personalized success roadmaps that outline short- and long-term goals, performance metrics, and development opportunities. This approach gives new hires a clear, tailored understanding of how they can succeed and contribute to the company’s broader vision.

2. Tailor Onboarding Programs

A standard onboarding process doesn’t suffice for federal employees transitioning to the private sector, where flexibility and less oversight replace the stability and hierarchy they’re used to. A tailored program that outlines company culture, structure, and expectations can ease this transition. Pairing new hires with mentors who have successfully navigated the shift provides valuable insights, emotional support, and strengthens their connection to the company, boosting retention.

3. Foster an Inclusive Culture

While the private sector can be highly competitive and performance-driven, it’s important to maintain a collaborative environment. Federal employees are accustomed to working toward a shared mission, and that mentality doesn’t need to be abandoned.

HR and leadership can cultivate an inclusive culture that emphasizes teamwork and collective success through team-building activities, cross-departmental projects, and fostering open communication. Consider also establishing an employee resource group (ERG) for veterans and former federal employees to create a supportive community that allows them to share their experiences and thrive.

4. Provide Opportunities for Professional Development

A key difference between the federal and private sectors is the pace of career development. In the public sector, many employees experience slower career growth, whereas the private sector tends to prioritize continuous learning and skill development.

HR professionals should provide resources for skill-building through workshops on negotiation, networking, and leadership. Encouraging ongoing professional development will help federal employees feel more equipped to succeed and advance in their new roles.

5. Establish a Feedback Loop

In the federal sector, feedback can be infrequent and formal, with performance reviews occurring annually. In the private sector, regular feedback is crucial for employee growth and success. Establishing a consistent feedback loop for new hires allows them to adjust more quickly, align with company goals, and address concerns early in the process. Regular feedback helps ensure employees stay on track and feel supported in their transition.

Empowering Federal Employees to Thrive

The shift from federal service to the private sector may be daunting, but it’s a chance for both personal and organizational growth. As HR professionals, we have the power to guide federal employees through this transition by setting clear expectations, offering tailored onboarding, providing mentorship, and fostering continuous development. With the right support and resources, these employees can not only adapt but excel, bringing their unique skills and insights to drive success in their new roles and organizations.

Andrea Miller, SHRM-CP, founder and principal HR consultant and career practitioner at ALM Consulting Group, specializes in talent management and brings experience from the corporate sector and nonprofits dedicated to supporting the military.