No matter how hard you try to retain your employees for a longer period of time, the fact of the matter is if they have decided to depart there is no way to stop them. We live in an era where employees move between organizations far more swiftly than ever before. That said, every time an employee hands over their resignation, it can result in pain, especially if the departing employee is one of the key members of your team.
The best thing that you can ever do is not to overreact emotionally despite the fact that the departure of the employee might have an adverse effect on your business. If you burn bridges it will make matters worse, which in today’s short term business environment can be a detrimental factor that can have a negative impact on your employer brand. The key to enhancing your employer brand lies in maintaining good relationships with the departing employees.
Always remember that the departing employees can either be an advocate or detractor for your organization. To ensure that they are the former there needs to be a well-defined streamlined off-boarding process that is more than merely the logistics of returning the keys, badges and computers. We will discuss in depth about the tips for better off-boarding in one of our future blogs.
Right now it is essential for you to seize the perfect opportunity to positively impact the departing employees in such a way that they remain a positive voice for your organization. Let us now look at some of the reasons that make it important to ensure that departing employees “leave right”:
The case in favor of re-hiring them back in the near future
There are lots of reasons which prompts employees to leave their jobs. It can be the temptation of getting a higher pay package, career progression or learning new skill sets. In this fast-moving and ambiguous recruitment scenario, things change quickly and shifts in the market or a new strategic approach might make your organization a viable opportunity for them to get back. There are a few great reasons to hire boomerang employees:
- They understand the work culture of your organization.
- They get back in the organization with newly acquired skills and experience that can be used for organizational growth.
- They love to take challenges which make them the best individuals to get back into your organization.
If you close down the scope for ex-employees to get back into the organization you will definitely miss out on the chance of maximizing their improved talent in the longer run.
They are the best brand ambassadors for your organization
There is no way to predict what lies ahead for departing employees. In the future, they might become your customer, a competitor or even a contractor. This makes it highly important for an organization to ensure that the departing employees leave with a positive outlook and a favorable perspective. Practice this quote “Treat them like you’d like to be treated.” This way you can ensure that they talk positively about your organization’s products and services to their friends and families. If your organization receives any flak or bad review they will always be there to defend your case.
And not to forget, there is the all-important Glassdoor review (a website that allows employees to give feedback about their organization). Always keep the past employees in the loop when it comes to new product developments which will in turn make you maintain a positive relationship with them and ensure that they believe of still being a part of your family.
They can be a great source to find new talent
It has been observed that ex-employees can be a great source of referrals while recruiting talented individuals. The reason being your past employees know your business and understand the working culture in your organization. They are more likely to refer to those individuals who have the right skills for the job and are the right cultural fit for your organization.
Always let the past employees know about the job opportunities which can make you get the right talent very quickly. You can even offer an incentive to the former employees for referring candidates who end up getting recruited.
A badly managed out boarding process affects existing employees
Always remember that if you do not have a good out-boarding process for departing employees it will ruffle the feathers of the remaining employees. Imagine a scenario of an employee disappearing suddenly without any announcement of the resignation being made. Employees will gossip amongst each other and speculate the sudden leave of the past employee and whether they are also going to be replaced.
In case the departing employee bad mouths about your organization or has problems negotiating the practicalities of their leaving it will have an immediate effect on other employees working in the organization. This will result in change of opinion of the organization, manager and capabilities of the HR which will result in declined productivity.
This very reason makes it very important for you to ensure that the departures of the employees are handled efficiently and everyone in the organization is kept in the loop about the status of the departing employee. Always conduct exit interview to know the exact reasons that prompted an employee to leave the organization. Also, ensure that you encourage them to stay in touch and let them know that the door will remain open for them.
It is always difficult to let go of an employee who has been an asset for your organization. But, by being calm and composed and ensuring that the off boarding process is done the right way you can enhance your employer brand. The end result would be that the departing employees will be a great source to enhance your talent pool which will in turn transform the problematic situation into a positive blessing in disguise for your organization.