Dropping an F-Bomb and storming out; writing a full-length opinion piece in a national paper; hiring a brass band to accompany your exit – they’re all novel ways to quit a business and none of them are recommended.
At some point, most of us will move on from a company, and as funny as it would be to do it dressed as a banana with a mariachi band in tow, you really need to think about the bigger picture. Leaving on good terms can have benefits to your career that extend for years – sometimes decades – down the line.
Employers have their role to play in an amicable separation, too. By being all process and no heart, you can potentially sour what was a fruitful and enjoyable experience for an employee. Do you really need management to escort a much-loved and longstanding colleague out the door, for instance?
In short, there are good and bad ways for staff to leave, and both sides play their part in ensuring a departure stays amicable.
To find out more, and grab some insight, we reached out to seasoned specialist HR consultant Karen Sanders to get her thoughts.
For Employers
Employers need to ensure any member of the organisation who leaves can do so with dignity. Their time at the company should, ultimately, have been a positive experience; a strong stepping stone to get them where they want to be. Organisations should have enough brand strength that they are good for individuals’ CVs, and the quality of their employees should represent what they reveal as their public face.
Treat an Exit Like an Entrance
When a new employee is brought on board, every effort is made to help them assimilate and to help them feel like a ‘part of the team’, but the same attention is rarely paid to those leaving the company. Karen says: “As organisations, we often make a lot of effort at the start of the relationship to welcome new team members; we plan an induction, introduce them to key people, check in on them regularly and give feedback. It’s a little like a new relationship with all parties making an extra effort and presenting their best selves.”
“We are missing opportunities here to ensure people leave with a sense of recognition.”
At the other end of the relationship, apart from an often badly handled ‘exit interview’ and the standard ‘leaving drinks’, many employers simply don’t put in the same level of effort. Karen adds: “We are missing opportunities here to ensure people leave with a sense of recognition. Opportunities to manage our talent, create business ambassadors and ensure we don’t leave any knowledge or organisational gaps that a new colleague (no matter how much of a breath of fresh air they might be!) will be unable to fill.”
Value the Leavers
When people leave, they often have a job to go to. Their new employers sometimes apply pressure, trying to encourage their employees to join them more quickly than the notice period would usually allow. In this situation, the former employer may want to keep these outgoing employees at arm’s length.
In some cases, where the contract of employment allows for it, the outgoing employee may also find they are put on ‘garden leave’ or given restricted duties because of a concern that they might take clients or customers with them. This may seem like a smart move, but put yourself in the shoes of the employee and you’ll soon see it from a more unflattering angle. Karen says: “How would that make you feel? Whilst there may well be good business reasons for doing so, as employers the way we go about it is important!”
It’s never a good idea to leave employees feeling like they are not valued or recognised. Karen explains: “The efforts to make the new employee feel part of the business in advance of joining, combined with poor outgoing arrangements with the current employer, can psychologically affect the employee. They can end up feeling that their contribution is not valued and recognised – and the sooner they are out the door the better!”
Open and Honest Discussion
Leaving an organisation where you have worked for some time can be difficult for all parties involved. Relationships will have been built, teams will have gelled, social activities will have taken place and a strong unit will have been formed. Removing part of that unit can leave it weakened and dysfunctional for a period of time, leading to drops in performance and productivity. Employers and employees often need time to process the change: the key here will be open and honest discussions between both parties.
Karen explains: “Our employees will often be working on multiple projects or tasks at any one time. The business needs to keep operating and it would be sensible to identify early on the activities we need our colleague to focus on and complete. It is important to know what will be completed and what will be left for others or the new employee to pick up.”
These honest discussions also involve discussing with the outgoing employee how the relationship will end (everything from the leaving date to specific requirements). These conversations should be had early on, so that everyone is on the same page.
For Employees
Employees need to understand the gap they are leaving, and the innate difficulties that will come with filling that gap. During the course of their employment, genuine relationships will have been built: these can be the most difficult things to replace and rebuild. Keep this in mind when handing in your notice, and understand that leaving might be just as hard for your former employer as it is for you.
Spend Time With Your Replacement
There are several schools of thought on ‘handovers’ or transition periods. There are clear benefits for an incoming employee spending some time with their predecessor. Karen explains: “These people know what has to be done and how it can be done well. They will know the key clients, customers and how those relationships work.” When it comes to ingratiating these new employees, meanwhile, remember also that organisational culture plays a big part. Karen adds: “Office banter, in-jokes, nicknames can all be great fun to those who understand them but can be very uncomfortable to those who are new.”
An incumbent employee will also probably have a defined role in the team – from tea maker to comedian and birthday card purchaser. So, spending time with the person they are set to replace will help the new employee to understand how they might fit in and what role they might need to take. Karen adds: “It is also beneficial for business continuity for the new employee to understand what work is underway, what stage things are at and what needs to be picked up as a priority. What are the potential pitfalls and what needs to be avoided!”
Remain Focused on the Task at Hand
At the risk of turning poetic, your future lies before you like a sheet of driven snow; be careful how you tread as every step will show.
“While you’re still on the payroll you owe them your livelihood.”
Outgoing employees can be tempted to take the foot off the gas and coast a little, but remember that you’re leaving behind a legacy. Remember you’ve received a salary from this company for so many months or years and, while it may not be true for much longer, while you’re still on the payroll you owe them your livelihood.
Karen says: “Going off to pastures new is obviously exciting; a new challenge, new responsibilities, new people, perhaps better rewards and development opportunities. When the grass looks greener we all become ‘forward focussed’ and can easily and often unknowingly begin to withdraw our focus from our current roles.”
Remember Your Obligations
Finally, employees should remember their obligations. Karen explains: “Working well and leaving well will always ensure that the door remains open and your achievements and contributions remain positive rather than being overshadowed by a thoughtless or careless action as you head out the door.”
Remember, there are people staying behind after you’ve gone. Their opinion of you may well change if they hear you are badmouthing your workplace or former colleagues before the door has even shut behind you.
Out With the Old
Career change is never easy, but it is sometimes necessary. In such a connected age, where it’s easy for employers to follow the careers of their employees and vice versa, it’s more important than ever before to make those changes in the least damaging and most productive way possible.
For employees, if you leave well then you are more likely to start your new role with a clear conscious and the good wishes and support of your former employer. For employers, meanwhile, it’s good to remember that a successful career for your alumni speaks well of how you develop your workforce. And remember – they may well come back one day in the future as the CEO…
If the above has inspired you to look for the challenge and excitement of a new role, get in touch with identifi global today.
