As a leader, you are well aware that employee turnover is a part of the natural employee lifecycle of any organization. While this phase can often be overlooked, it offers a unique opportunity to solidify a lasting positive impression and foster long-term loyalty among departing employees. This post delves into practical tips to improve the employee experience when they wish to depart the company, ensuring that your company remains an attractive and respected place of former employment.

• Open Dialogue on Career Growth Desires: Regularly engage with your top performers to discuss their career aspirations and growth desires. This proactive communication is pivotal in understanding not only the aspirations of your employees but also their strengths and motivations. Integrating this knowledge, your organization can strategically create roles or modify existing positions to better align with these identified strengths and motivations. By doing so, you not only fulfill the professional desires of your employees but also enhance the overall productivity and job satisfaction within your team.
• Promoting a Culture of Internal Mobility: Fostering a culture that encourages internal mobility is crucial. This strategy involves more than just allowing employees to shift roles; it requires active support and encouragement from leadership. Equip your employees with the necessary tools and training to advance their careers within your company. When employees feel supported in their professional development, they are more likely to seek new challenges internally rather than looking elsewhere.
• Partnership with Departing Top Talents: When top talents decide to leave, it's not always a permanent goodbye. By partnering with these employees to find roles that better align with their evolving needs, you demonstrate a commitment to their success, regardless of where their career takes them. This approach not only softens the departure but also increases the likelihood that these employees will recall your organization positively. Remember, a former employee who feels valued is more likely to advocate for your company as an excellent place to work.
• Maintaining an Open Door Policy for Returners: The reality is that some employees will leave to explore different ventures, only to find that their expectations are not met. In such cases, maintaining an open door policy for talents to return can be immensely beneficial. These returners often come back with fresh perspectives and increased energy, which can infuse your team with new energy. Remember, rehiring former employees can also be cost-effective as they are often able to hit the ground running with minimal onboarding.

In conclusion, when your employees wish to change their workplace, it doesn't have to signify the end of your relationship with an employee. By implementing these tips, you can turn departures into opportunities to strengthen your company's reputation and enhance employee loyalty. Your approach to this phase can leave a lasting impression, turning former employees into lifelong advocates and potential returnees who can contribute to your organization's success in the future.

As leaders, it’s essential to reflect on how your organization handles this phase. Consider the long-term benefits of the tips outlined above and how they can be integrated into your existing HR practices. Remember, every phase of the employee lifecycle offers opportunities for improvement and engagement, even the final one.

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References:

1. Gallup (2019), How to Stop Your Managers From Talent Hoarding
2. Deloitte (2018), Are you overlooking your greatest source of talent?
3. Cattermole, G. (2019). Developing the employee lifecycle to keep top talent. Strategic HR Review, 18(6), 258–262.

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