6 tips for managing an employee’s departure
Careers are no longer in the same company throughout their professional life. The courses are densified and employees who left your business can become a loss of workers. Therefore, it will happen, therefore, it will happen the advice out of boarding of your workers for the attractiveness of your employer brand. So how to accompany and manage your employees as best as possible? Our tips below.
1. Address the communication
First it is in a reflected communication. Previously as soon as possible to the team or teams that will be directly affected by the departure of the employee. It is a good way to avoid the circulation of rumors and, especially, it will reassure those who remain.
The departing party will also appreciate this transparency, which will avoid the embarrassment of having to hide this confidential information. According to your employee’s preferences, you can let him/her announce his/her departure. Make sure that potential external service providers are also warned, and that customers will no longer work with this new departure.
2. Do not forget to thank
Once the information, you should send a positive message. For the departing employee, whatever the degree of satisfaction in the position, everyone brings something positive to the equation. Know how to identify and enhance it at the time of your employee’s departure.
In the remaining team, it is always easier for those who leave for those who stay. The team will experience a shorter or shorter period, during which the departing employee’s workload will be deferred to the other employees, increasing their current load, at least by the time the new employee is fully operational. Take the time to thank and involve them, so it is important to bring proof of your appreciation to your current workers.
3. Manage recognition
This step is absolutely crucial to the proper functioning of the company. Even if no one is irreplaceable, the accumulated experience and knowledge of your employee upon departure is valuable and must be passed on to his or her successor. Therefore, it is important to provide an award period worthy of the name by the time an effective knowledge transfer is made.
In the event that this is not materially possible, ask your employee to initiate the preparation of endorsements to your successor detailing the subtleties of the release, your best practices and any other information that may facilitate your release. These precautions will be useful not only for the replacement, but also for the positioning team, which will not feel abandoned.
4. Collect constructive comments
A departure is also an opportunity for feedback. During the exit maintenance, ask your employee to take stock of the positive and negative points he/she noted during his/her time in the company. Exiting employees have more free speech than those in the office, especially on sensitive topics.
To be sure to get an open opinion from your employee and listen to him or her. This evaluation will allow you to identify the strengths, but also the axes of improvement in the functioning of the team. These elements will be valuable to adjust the corporate talent management strategy.
5. Do not neglect management
A successful exit of employees must be managed in the best possible way and to the detriment of the least number of workers. The material lent to the employee must be recovered: computer, business telephone, etc. A point should be made on the state of wear and tear of the equipment to replace or restore it for the new employee.
Remove the employee’s access and accounts from all business networks (internal and external) and all collaboration tools. Close the last payments: balance of any accounts, salary, termination, etc.
Make sure the employee has had the documents he/she needs administratively: Certificate of employment, his last salary, etc. Also, remember to update the team table and remove the person leaving to leave a free place.
6. Work your network of former employees
Keeping in touch with your former workers is essential to create a data network of workers for your company or clients. At the company’s expense to encourage this network by sharing news (in the form of a quarterly newsletter, for example), by organizing dot events, etc. By maintaining some kind of involvement among your former employees, they will be able to open your network and recommend your business to other talents.
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