Happy Exits(Make people feel Belonged and Special)

I was in conversation with one of my friends from one of the companies in the Tech Industry. Recently he resigned from his current company and shared his resignation experience which was not very good to hear. From the moment he sent his resignation email and refused the relocation offer that came with the promotion, he expressed that he was left like an intruder in the very firm he started his career with. He also shared that there were instances when he was ignored even by the CEO in some of the pantry conversations.

If you have worked in a start-up, there is a high probability you will relate to this scenario.

Being on the leadership side of this equation is equally tough. Letting go of a resource who grew with you, with the company, who the company grew up with, never gets any easier.

And for some reason, it feels personal. That’s where it all begins. And that’s exactly where it needs to be tackled.

The way we treat our people, especially when they decide to move out and move away, decides and defines the character of our organization.

These people are our brand ambassadors. Their CVs, their future interviews, their interactions with other founders, managers, peers, and subordinates will include our brand’s name, profile, people, and work methodology.

One thing that we need to remember all the time is that the organization is always bigger than an individual’s ego. And that’s why do not take any exit personally.

What should organizations do:

• Be respectful. Recognize their presence and thoughts.
• Give them time before they leave so, that the latest memory of your organization they take with themselves.
• Express gratitude for their contribution.

What should organizations not do:

• Embarrass them.
• Avoid their presence and count them out from any team activity.

Organizations should go one step ahead and find ways to make these people feel special, even when they are not associated with their brand anymore.

Be connected with them on professional social channels, include them in the celebration of the company’s important dates like the Annual day, attend them with dignity when they reach out to you, extend them post-employment support like help them connect with someone in your connections if the growth opportunities are not available at your firm or if there are location concerns then help them with freelancing or contract work until they find something else.

Such initiatives will definitely help organizations in making people feel belonged and special after they resign.

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