Can we still be friends?
Why is it so hard to stay friends once you’ve moved on? You share so many memories and values and mutual friendships. It just seems natural and smart to keep a connection that can be valuable to both of you. And there is always the chance, slim as it may be, that you’ll get back together later.
“When organizations eliminate a position, they tell the individual contributor that it is not personal, it is business. But when an employee resigns and takes a manager by surprise, it sometimes is taken personally—how could you leave, why are you leaving, why didn’t you tell me, how will I keep from over-burdening the team in your absence, how will we transfer all of your knowledge, etc.?
Change can be difficult, especially when we’re not expecting it or prepared for it. Departures create a unique opportunity for the forward-looking manager.
Treat the change as a celebration (of their contributions and future of their career) and an overall positive experience. Remember, they will influence the perception that others have about the organization.
Additionally, the departing employee may learn valuable skills and want to return at a later time. The way the organization handles the departure will certainly influence whether that person would consider returning or not.”
Allison Artnak, Smith Partner, Creative Director and Senior Consultant
The Wheel Turns
A fresh approach to offboarding hinges on a simple reality—employees rarely retire from the same company where they began there career. According to 2020 data, the average U.S. worker changes jobs every 4.1 years. Recognizing the transient nature of employment can help us create strategies to both decrease the frequency of employee turnover and leverage the change when it happens.
“We had something to learn
Todd Rungren
Now it’s time for the wheel to turn”
The wheel turns. Individuals, organizations and jobs change. Not all at the same rate. An employee who wants to learn, improve and try their hand at something new is a valuable asset. Maybe your organization can’t use them today. But that could change. The costs and risks associated with recruiting, rehiring and retraining a former employee are considerably less than with a new hire.
Even if they never return, ex-employees carry with them memories, relationships and testimonials about your organization. Often these connections remain public in the form of LinkedIn pages and other social media content. Rate and review culture is here to stay. We want employees, past and present, to think and speak highly of their experience with our organization.
The Open Door
Business consultants are often more willing to leave the door open to former employees than other organizations. When a consultant leaves, most firms prefer to retain a relationship because those connections affect future success.
Former employees understand your firm’s services and the quality of the work you provide. They often become your greatest customers. Former employees know the business inside and out. They’re in a unique position to refer qualified people that they think will fit your business. Sometimes, they come back themselves.
“When you work closely with a person for a few years, and then they leave your company, sure that’s hard. But if you stay in touch/stay connected, it can turn that sour moment into a stronger and more vibrant working relationship later.
I’ve had a couple employees leave the organization when they were still early into their careers. You couldn’t really blame them as they didn’t know what it was like to work at other places and felt the urge to find out. Once they learned the grass isn’t as green on the other side of the fence, we were able to recruit them back. And, when they came back, they did so with gusto—appreciating the opportunity to return with a renewed vigor that came with a long-lasting loyalty. Had we not stayed in touch, we would have lost the opportunity to bring a talent back that was better than when they left.”
Don Sanford, Smith Partner and Senior Consultant
Win Win
Many employers are creating and participating in what are commonly called “Employee Alumni Networks.” These are organized to facilitate networking among former employees. And to keep them in touch with the company. Alumni networks are proving to be positive experiences for employees, with measurably constructive outcomes for the organizations.
According to research, former employees in alumni networks remain positive about the company. They’re more likely to recommend their former employer’s services or products. They’re more likely recommend their former employer as a good place to work.
Participants in alumni programs benefit from ongoing interaction in many ways:
- Continuing mentoring relationships with trusted former coworkers.
- Getting career guidance from a network of people with similar, but greater experience.
- Staying up to date on industry trends.
- Sharing job, educational and other opportunities among members.
- Tapping into a great source for references.
- Giving back and sharing hard-earned wisdom.
Organizations who build and facilitate these programs also benefit:
- Alumni become brand ambassadors.
- Alumni often invest in the company.
- Alumni are a source of institutional knowledge.
- Alumni are conduits for content marketing.
- Alumni aid in recruiting efforts.
- Alumni offer valuable insights into your workplace.
- Alumni may return as even more valuable employees.
Leaving the light on
The word alumni suggests graduation—a positive, empowering, forward-moving transition. That is the way to look at offboarding. When an employee is graduating to something new and greater, the response should be,“We, the organization, support you in your future endeavors.”
Communicate your intention to keep the door open. Design an Offboarding Program that goes beyond signing a few legally required documents. The options available are endless. Your organization can turn a departure into an event for everyone. Or it can be a more private, boutique experience. Formal or casual, saying goodbye should be sincere.
Clearly layout the organization’s commitment to the future with a print package that imparts value and appreciation. It should contain valuable information, such as contacts and any benefits the former employee might be eligible to maintain. Make sure to formally introduce the employee into your employee alumni network. It would be great to have an active alumni member willing to connect immediately. Then utilize email, newsletters and social media and organized events to keep all parties current and connected.
To maximize the value for the organization, use social media listening techniques to learn more about what this important group thinks. These insights can help you make your workplace more attractive and accommodating to current employees.
Treating departing employees as alumni will change your organizational culture. Remaining employees will experience the value your organization places on them and their work. Demonstrating an approach to human capital that appreciates the entire life cycle of an employee’s career tells employees that their importance is more than transactional, it’s actual.
Read more:
Cultivating Ex-Employees. Harvard Business Review
Corporate Alumni-programs Mean Never Having to Say Goodbye. Society for Human Resource Managers