What an exit – how to enhance an employee’s departure
The loss of an employee can be a difficult time for a company, especially if they are exiting from a senior role and have been with the company for a long time. Either of these elements can have a detrimental effect on staff morale.
As they leave it is essential that HR’s off-boarding process manages their exit effectively, not just for the employee involved, but also as a clear message to the rest of the company, and potentially for new hires, that the business will continue to look after its staff, even when they depart for pastures new.
While this can be easier for an employee leaving of their own volition and are departing on good terms, this is also important to manage for an employee who might be begrudgingly handing in their notice if they were unhappy in their role, or because of a company decision, such as redundancy. This can ensure that the company can retain some good PR, even out of a negative situation.
Sweeten the deal
There are multiple ways you can enhance an employee’s exit at an executive level.
Retaining some of the perks which the employee enjoyed for a short period of time after their departure, will help smooth their transition from the company and should be looked upon favourably from the remaining staff.
Offering such things as being able to keep hold of the company car, work mobile or laptop for another month for example, or extending their healthcare, will be sure to be appreciated, especially if their move is a geographic one as well as a work one.
Organising a moment of farewell, allowing other members of staff the chance to wish the exiting employee well in their next role, will provide all involved with a positive and lasting impression.
A small gift can act as a token of appreciation, and could take the form of company-branded merchandise, to continue to keep the company’s name in the leaving employee’s mind, especially if the door remains open for their potential return in the future.
Room to improve
One way to get a true measure of a company is to look at how they treat their departing staff, and, whatever the circumstances of a member of staff leaving, if they are treated with respect and made to feel valued, this can only lead to more positive reflections for the business.
Learnings can also be gained from the process, and used to inform future recruitment strategies and improve staff performance and retention, to assist with the growth and reputation of the business.
A good send-off
In order to retain a positive relationship with the exiting employee, providing support and assistance would not only be beneficial to them, but also the company. This can help to create a potentially beneficial connection, with the greater likelihood of new talent being referred, and enhancing the company’s appeal to attracting and retaining staff.
Offering coaching or outplacement support to the exiting employee can demonstrate how they are valued as a person as well as an employee, and can go a long way towards thanking them for their years of loyalty and service to the company.
We can offer a personalised approach for employees at all levels, providing a tailored package to suit the individual, demonstrating consideration and aiding towards a genuine, positive, beneficial and effective employee exit experience.
Get in touch to see how we can aid your staff leaving strategies.
