Conventional business strategies dictate that employees be hired if they settle well into the culture of the company. Once the hiring process is complete, employers try to assimilate employees into the company through a slew of onboarding programs, talent development, and employee retention programs. However, they do not take into account the opportunity to inculcate a system of ongoing opportunities in the company, so that employees might be engaged.
With changing trends in the job sphere, it is important to understand how to bridge the gap between the company and soon-to-leave employees. Here are some tips:
End with a Bang or Importance of Creating a Memorable Offboarding Process
Many managers take resignations as a personal slight and cast off any employees that might be leaving the company soon. This usually gives rise to awkward situations for everyone in the office, especially the employee who’s leaving. In fact, organizations should focus on offboarding processes as a kickstart to an alumni program and support the employee who is leaving. While celebrating the service of an outgoing employee, each one should be treated equally, regardless of their tenure or role in the company.
Confidentiality is Key in Exit Interviews
Many employees are shy of divulging the real reason of their leave in exit interviews. Usually, the HR teams receive superficial reasons when employees are asked why they are leaving the organization. This stems from the fear of receiving a negative mark on their record, should the honest answer offend anyone. To avoid this fear of repercussion, organizations can look into mediums that allow employees to provide feedback confidentially. Seek permission before sharing their feedback and look at negative feedback as stepping stones to improving your company policy instead of getting offended.
Forging Bonds with Outgoing Employees by Assigning Them Peer Buddies
The ‘Peer Buddies’ technique is usually utilized to help new employees transition smoothly into the company. For the first six or nine months, new hires have peer buddies who can guide them within the company. The same model can be reversed and used to stay connected to outbound employees, especially high performing ones who might prove beneficial even when they are not a part of the organization anymore.
Utilize Advancement in Technology to Communicate Future Career Opportunities to Former Employees
Company news can be tailored and delivered to former employees to keep them posted about any relevant openings in the company, especially for employees of high caliber. Artificial intelligence and bots have made it easier to disseminate information on a large scale, so utilize it to pique the interest of your former employees. This can also be a gateway to ongoing referrals that are beneficial to any organization.
Approach Alumni with Pull-Centric Feedback Strategy
Most companies believe that aggressively pushing information and news to former employees and alumni networks is the right strategy to adopt. Creating feedback loops amongst the alumni network of your company allows you to gain useful information, other than demographic data. Your surveys can try to gauge data along with parameters such as how happy they are at their new position; bridge connections amongst former employees to establish larger networks and develop support groups that make it possible to do business with former employees.
The Bottom Line
If outgoing employees are given meticulous care and seen as beneficial opportunities, then a business’ culture can truly prosper, and it will open up future propositions too. Outgoing employees are a great resource for not only collecting feedback or revenue, but can also prove useful in influencing prospects, become clients, or even become returning employees.<< back to Content