Whether moving to a different department within an organization or leaving altogether, leaders need to keep a few things in mind to make these transitions smooth and beneficial for all parties involved. In this series, we have discussed the importance of keeping existing employees happy for maximum productivity, but those leaving your organization can still be a part of the team. Make your alumni advocates for your organization.
New Role Assimilation
When an employee transitions to a new role, either because of promotion or move into another department, leaders should consider the changes they’re going through. Your employee’s morning commute may be the same, and their surroundings familiar, but they’ll be working with an all new team of people.
Like their first day of work, a peer or manager will need to be prepared to bring the transitioning employee up to speed on lingo, schedules, and traditions. In addition, departmental cultural traditions should be explained. This may include fun bonding activities the team does together during or outside of work, how employees prefer to communicate, traditional meeting lengths and preferences, and communication etiquette on when to use technology or have an in-person conversation.
In addition to encouraging your employee to connect with new co-workers over coffee in their first few weeks, also insist they keep those lunch dates with familiar friends within the organization. All of these smaller details add up to making an employee more comfortable to thrive in their new environment.
Workplace Social Apps
Hopefully, your organization utilizes social apps, video chat, and other technology to keep the whole office connected. Some of our favorites include Slack and Hangouts. These avenues of communication will make transitions easier and more comfortable. Similar to new hires, encourage these transitioning employees to use these apps to ask questions from peers.
For the most part, your overall company culture should be accepted throughout the organization. This way, not only is everyone working towards the same goal, but internal transfers will be that much easier. However, how this culture manifests in each department may differ. Leaders should know their team’s cultural norms well enough to debrief new employees. Also, leaders should check-in with their internal transfers to ensure their transition is going smoothly.
If you’re struggling with your team’s culture, or want to further explore it to understand all of its advantages, livingHR is here to help you out with that!
After spending so much time developing your employees, the day one hands in their resignation may seem like a huge set-back. But rather than this being the end, a departing employee opens up all kinds of opportunities for your organization. An exiting employee is a chance for honest insight into your organization, as well as more evangelism and networking.
Like graduates who give back to their alma maters, your ex-employees can also benefit you and your organization. Establish an exit survey and/or interview to get valuable feedback on their experience. Their answers may help their replacement, if not the entire organization.
Make your ex-employee an advocate. Hopefully, an employee will have had an impactful and meaningful experience within your organization. Encourage exiting employees to share their great experiences on review sites like Glassdoor or on social media. The impact of this authentic evangelism cannot be overstated in today’s world where we’re all seeking truthful, peer-generated opinions and reviews.
And don’t forget to say thank you for their time and commitment they gave to your organization! Thank you’s are often forgotten but go such a long way.
Stay Connected with Ex-Employees
Make it known that you hope to stay connected. Set up a time in the future once your alumnus is settled to meet for coffee or a video chat to learn how they’re doing at their new job. Have a newsletter? Have your exiting teammate subscribe to stay in the loop. In addition, use social media such as LinkedIn to stay connected and nurture growing networks together.
Maintain a healthy relationship. You never know when a past employee may want to return new skill sets, training, and experiences for your organization, or otherwise benefit your organization as a partner in a new way.
The Talent Journey
From the start of your search for talent to the time you say goodbye to an employee (but not necessarily for good!), there are several ways that your organization can optimize your team’s connection, experience, growth, and productivity. Check out our guide to the talent journey from the start to improve your employee journey every step of the way!