Managing The Exiting Employee
It's an employee's job
market. In most areas, there are more jobs than there are qualified employees.
This makes the issue of employee turnover more difficult for employers.
Yet, despite our possible disappointment and discouragement as employees leave
our businesses, we must pay close attention to the messages we give to exiting
employees.
Why? Let's look at the advantages
of exiting employees with the same respect and professionalism as we introduced
them to our company.
Recruiting: Exiting employees can be a
resource to market your organization to potential applicants. If their
experience in your business was positive and rewarding, they may share the
opportunity with other people they know. Encourage exiting employees to refer
qualified people to you as they encounter them in the community.
Re-Employment: You never know which employees
may want to return to work after trying out a new job that didn't quite work out
or during school breaks. If they're a good employee and recognize what they lost
by leaving you, their rehire may be win-win for you both.
Feedback: It's important to get honest
feedback about your operation from employees as they leave. Conduct a formal
exit interview with each employee. Meet with the employee in private with a
prepared list of questions regarding how they felt about the work environment,
team, co-worker relationships, benefits, compensation, policies, training,
supervision, communication, etc. Be sure to (1) truly listen to their comments,
(2) write down their ideas and opinions, (3) don't argue with their perception,
and (4) ask for details as needed. After the meeting, evaluate the comments and
see what can be done to make improvements where they are truly needed.
Avoid Sabotage: Some managers become angry at
exiting employees, feel deserted or betrayed after all that training, etc. These
managers may ignore the employee during their last few days at work, may make
some derogatory comments, may express their frustration with having to search
for a replacement. The exiting employee who feels this negativity can respond in
kind (erase PC files, remove company property, destroy property, malign
leadership). If you treat all exiting employees with respect, you are ensuring
that they respond with the same good will.
Congratulations: Wish the exiting employee best wishes as they move on to their next endeavor. Show the same interest in the exiting employee as you do with current employees. Think about a time you left an employer, how were you treated and how would you have liked to be treated. As you company's role model, what lessons are you teaching your remaining employees about what they can expect when they leave. Make every employee's work experience one of success from start to finish.
Arlene Vernon,
