How to make people feel belonged and special after they resign?

From the moment Akash sent his resignation email and refused the relocation offer that came with promotion, he has been feeling like an intruder in the very firm he started his career with.

The reason for resignation didn’t matter, the only thing that mattered was that he was leaving, and that equalled betraying, where he worked.

The CEO would ignore him in all the pantry conversations or any encounter for that matter. People would avoid making eye-contact with him for the risk of compromising loyalty. Sounds like a mechanised court martial? I know! But trust me I have observed these situations closely many times, some even worse.

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

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 venture, our organisation.

In many ways, 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 organisation is always bigger than an individual’s ego. And that’s why, do not take any exit personally.

What to do -

• Be respectful. Acknowledge their presence. Acknowledge their thoughts.
• Give them time before they leave. So, that’s the latest memory of your organisation they take with themselves.
• Express gratitude for their contribution.

What not to do –

• Antagonize or embarrass them.
• Count them out from any team activity.
• Avoid their presence and foster a hostile environment for them.

Forward thinking organizations go one step ahead and find ways to make these people feel special, even when they are not associated with their brand anymore. What can we do to join that club-? Here I put a few points that are as impactful, as simple they sound -

Keep in touch. Not in theory, but in practice.

1. Stay connected with them on professional social channels.
2. Include them in the emailers with an intent to add value to their work and their profiles.
3. Include them in the celebration of company’s important dates like the Annual day, even if that only means to share a ‘Thank You’ note for their participation.

The celebration point is quite close to my heart, given that I have lived it myself.

About 5-6 years ago, one of my previous organisations - Beroe, invited me to be a part of their 10 year anniversary celebrations. As I walked into the auditorium, about 500 people (majority of them hired by me) welcomed me with a standing ovation. It was overwhelming. I was inexplicably moved by this gesture. Undoubtedly, one of ‘the’ most special moments of my life.

This experience added up to my belief in investing in people, in caring about people, in making them feel special, even (especially) after they are gone. 

Share a gateway that leads them in.

Do not shut them down. Do not ghost them. Always keep it easy for them to have a dialogue with the organisation. When they reach out, make sure to attend them with dignity.

Extend post-employment support.

Understand why the person is leaving and help them make this transition easy and efficient for the both of you.

• Growth opportunities that are not available at your firm? Maybe connect to someone in your network. Suggest programs that may help.
• Location concerns? Offer them freelancing or contract work until they find something else. This will benefit both of the parties.
• Role/Strengths mismatch? Help them become aware of their strengths, so they don’t suffer through the same problem in their next role.

Employee-employer relationship is the kind of relationship that goes beyond the tenor of the employee or the employer. It’s forever and therefore our role in adding value to that relationship also goes till forever.

Invest in creating meaningful relationships, and the firm will find its way to growth.