Career365’s philosophy of “Start Strong. Finish Strong” underscores the importance of creating positive experiences at both ends of the employment spectrum. This approach not only sets the stage for productive and engaged employees from day one but also cultivates lasting relationships that continue to benefit the organisation long after an employee’s tenure has ended.
The professional world is increasingly interconnected. Reputation and networks play pivotal roles in business success. So companies that excel in helping their employees “finish strong” are strongly positioned to transform departing staff into powerful advocates and valuable resources for future opportunities.
Better employers are increasingly recognising the value of maintaining positive relationships with former employees.
Companies that prioritise “finishing strong” with departing staff members can cultivate a powerful network of advocates who continue to support and promote their former employer long after their tenure has ended.
This article explores the benefits of creating such advocates and provides strategies for implementing an effective exit process that fosters long-term goodwill.
The Power of Positive Exits
Research has consistently shown that employees who leave an organisation on good terms are more likely to become brand ambassadors and valuable resources for their former employers.
A study by the Corporate Leadership Council found that 76% of employees who had a positive exit experience were likely to recommend their former company to others, compared to only 15% of those who had a negative experience.
Moreover, a survey conducted by WorkHuman revealed that 70% of employees who left their jobs amicably would consider returning to their former employer in the future.
This statistic underscores the importance of maintaining strong relationships with departing employees, as they may become valuable “boomerang” hires or referral sources for future talent acquisition efforts.
Key Strategies for Creating Advocates
1. Provide Comprehensive Outplacement Services
One of the most effective ways to ensure a positive exit experience is by offering robust outplacement services. These services can include career counselling, resume writing assistance, job search support, and networking opportunities. By investing in an employee’s future success, even as they depart, companies demonstrate a genuine commitment to their workforce’s well-being.
For example, global technology firm IBM has long been recognised for its exemplary outplacement program. The company offers a range of services, including career coaching, skills assessments, and access to job search tools, to help departing employees transition smoothly into new roles. This approach has contributed to IBM’s strong alumni network and positive employer brand.
2. Facilitate Knowledge Transfer and Succession Planning
Encouraging departing employees to participate in comprehensive knowledge transfer and succession planning processes can help them feel valued and respected until their last day. This approach not only ensures a smooth transition for the organisation but also allows the exiting employee to leave a lasting legacy.
3. Maintain Open Communication Channels
Establishing alumni networks or keeping former employees engaged through newsletters, events, or social media groups can help maintain positive connections. These channels provide opportunities for ongoing communication and collaboration, potentially leading to future business opportunities or talent referrals.
4.Recognise and Celebrate Contributions
Acknowledging an employee’s contributions and achievements during their tenure can leave a lasting positive impression. This recognition can take various forms, such as farewell gatherings, personalized thank-you notes from leadership, or formal awards for outstanding service.
Long-Term Benefits of Creating Advocates
1. Talent Pipeline and Referrals
Former employees who leave on good terms often become valuable sources of talent referrals. They have firsthand knowledge of the company culture and job requirements, making them well-positioned to recommend suitable candidates. According to a study by JobVite, employee referrals have a 40% higher retention rate compared to other hiring sources, highlighting the value of maintaining positive relationships with alumni.
2. Business Development and Partnerships
Advocates who move to other organisations can become potential clients, partners, or collaborators. For instance, a lawyer who transitions from a law firm to an in-house counsel role may direct legal work back to their former employer. This scenario is not uncommon; a survey by the Association of Corporate Counsel found that 65% of in-house counsel have referred work to their previous law firms.
3. Enhanced Employer Brand and Reputation
Former employees who speak positively about their experiences can significantly boost an organisation’s employer brand. In the age of social media and employer review sites like Glassdoor, these advocates can play a crucial role in shaping public perception of the company.
4. Valuable Industry Insights
Maintaining relationships with former employees who have moved to different roles or industries can provide valuable market intelligence and industry insights. This network can be leveraged for benchmarking, trend analysis, or even as a sounding board for new ideas.
Implementing a Positive Exit Strategy
To create a culture that fosters long-term advocacy, organisations should consider the following steps:
1. Develop a formal exit process that prioritises dignity and respect for departing employees.
2. Invest in comprehensive outplacement services to support employees’ future success.
3. Create and maintain an active alumni network to keep former employees engaged.
4. Train managers on conducting positive exit interviews and maintaining professional relationships with former team members.
5. Regularly review and update exit policies to ensure they align with best practices and organisational values.
Organisations that prioritise creating advocates through positive exit experiences stand to gain significant long-term benefits.
By implementing thoughtful strategies to support departing employees and maintain ongoing connections, companies can cultivate a powerful network of alumni who continue to contribute to their success long after their formal employment has ended.
This approach not only enhances the organisation’s reputation and talent pipeline but also creates a virtuous cycle of goodwill that can drive sustained business success.
Photo taken from: https://www.ajobthing.com/resources/blog/should-you-rehire-boomerang-employees
[1] Corporate Leadership Council. (2008). Improving Employee Performance in the Economic Downturn.
[2] WorkHuman. (2019). The Future of Work is Human.
[3] JobVite. (2018). Recruiting Benchmark Report.
[4] Association of Corporate Counsel. (2017). Global Legal Department Benchmarking Report.
