Yes it’s true! The employees leaving your organisation often turn out to be your brand ambassadors. Our leaders are so busy in managing the high performing employees that they ignore the employees who have resigned and this makes the exit a cold experience for the departing employees. In reality, these are the people who join new companies and will discuss about their experience/tenure in your organisation. Hence this turns out to be a type of branding of your organisation.
In any organisation, skilled employees are critical assets that drive organisational success. If an organisation is experiencing high turnover/exits, it’s crucial for them to understand the reason behind it. And the solution is a properly and strategically designed Exit process:
So why is it so important to have a proper exit process in place?
- Long term Branding – A well structured exit process will ensure that all the employees leaving your organisation will spread a positive word about your organisation in all their future endeavors.
- Attracting talent – The people with whom your ex employees discuss your organisation will definitely be interested in becoming a part of your company. This helps in attracting talented resources.
- Open doors for high performers – Amongst the people leaving your organisation, there can be high performers too. A pleasant exit experience will always keep your high performers willing to comeback and join your team again.
- Retaining the existing talent –If the feedback received from exit interviews is analysed and shared with the respective managers/leaders, it helps in understanding the grey areas and eradicate/correct them. In other words, it engages the employees and thus helps in retaining them.
- Competitive advantage – a high turnover is a worry for any organisation. However, if a company is able to retain its talent (specially its high performers) with the help of a well planned and executed Exit process, this gives it an advantage over its competitors.
There are very few organisations which understand the true importance of a proper Exit Process and take the efforts to conduct it. In fact there are many, who don’t even conduct exit interviews!
A proper exit process is a very crucial aspect that reaps long-term benefits, but is often overlooked in the race of achieving targets and goals! If planned well, exit process can become a valuable feedback mechanism which can help an organisation in understanding the problem areas and eradicate them, help in building leadership skills, highlight the strengths-weaknesses-opportunities-threats of the company and take strategic decisions. It can help in building an engaged workforce by letting the employees know that their opinions and views matter, thus reducing the turn over.
Exit interviews are a crucial part of the entire exit process. They can be done in the form of casual conversation, formal interview, survey, questionnaire or a combination of any of these.
While planning a good exit process, the following points should be kept in mind:
- Employee’s feedback about his/her role and responsibilities.
- His/her manager’s leadership style and areas of improvement (if any)
- Any issues relating to HR function
- Salary and benefits bench marking against the competitive companies
- Feedback or suggestions regarding company policies, operations etc. What can make the organisation a best place to work
- What could have made the employee stay back?
By analyzing the data collected in exit interviews, companies can identify the gaps and evaluate the same. This should ideally be followed by implementing the required changes with an aim of improving the work culture and engaging the workforce.
A well planned Exit Process is a much needed mechanism for many organisations and also turns the departing employees into brand ambassadors for a long term!
Shirin Ara
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