That way, employees become ‘graduated alumni’ of your organisation. If it fits your culture, you might want to send them cards or emails during the festive season, continue to invite them to corporate functions or reach out to them when you’re hiring for new roles to ask them if they know people. Try thinking of them as brand advocates, even if they’re no longer employees. There’s another way of looking at a beloved employee’s departure, too: Helping them feel like they’ll be supported, even when the team member is gone or giving them the opportunity to be involved in the new recruitment process (if applicable) can help ease the pain. It may also bring up key considerations about how you formulate employment contracts or gardening leave policies.īut don’t forget: the separation phase of the employee life cycle doesn’t just affect those leaving, it affects those left behind. Having a good offboarding process helps you understand where there is room for improvement in the employee experience (it’s probably the time you’ll get their most honest opinions). For example, former employees might move or look for career opportunities that they can’t get at your company, they might retire, go off to work for themselves or even be enticed away by a rival company.Īt this stage, reflection is essential. At this stage of the employee life cycle, there are many factors at play. All Good Things Come To An End: SeparationĮventually, employees decide to move on.
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