Celebrating Departures: A Healthy Practice?
Is it a healthy practice to allow your team to celebrate the departure of one of your team members? I am referring to a situation of attrition wherein the resource had to quit the organization for personal or career advancement reasons. I feel that as a people manager, we will be setting a wrong expectation by celebrating with activities such as cutting a cake or hosting a party on the office premises while the rest of the team is at work. However, they can definitely engage in such activities in their personal time outside the office premises.
I am genuinely happy for the departing team member as a fellow human being. However, from a management standpoint, it still signifies attrition for me, and I am concerned about fostering an environment that encourages such practices. Please share your thoughts on this matter.
From United States, Palo Alto
Acknowledge(1)
Amend(0)
1Is it a healthy practice to allow your team to celebrate the departure of one of your team members? I am referring to a situation of attrition wherein the resource had to quit the organization for personal or career advancement reasons. I feel that as a people manager, we will be setting a wrong expectation by celebrating with activities such as cutting a cake or hosting a party on the office premises while the rest of the team is at work. However, they can definitely engage in such activities in their personal time outside the office premises.
I am genuinely happy for the departing team member as a fellow human being. However, from a management standpoint, it still signifies attrition for me, and I am concerned about fostering an environment that encourages such practices. Please share your thoughts on this matter.
From United States, Palo Alto
Acknowledge(1)Amend(0)
The Dual Nature of Employee Exit
It may be attrition for the company, but it is the opening of an opportunity for the exiting employee. The exit of an employee can cut both ways: it may delay some work that was being handled by the employee, but it also brings in new blood. A well-run company always keeps a standby for key employees.
The Value of a Positive Farewell Gesture
Spending ten to fifteen minutes to organize a small tea party is not going to affect the company's output in any way; rather, it will give everyone a good feeling that the exit is being dealt with in a positive manner. At any rate, if the company has attrition rates, the reasons need to be examined holistically and not by avoiding the gesture of a tea party or cake cutting, etc.
From India, Pune
Acknowledge(0)Amend(0)
It may be attrition for the company, but it is the opening of an opportunity for the exiting employee. The exit of an employee can cut both ways: it may delay some work that was being handled by the employee, but it also brings in new blood. A well-run company always keeps a standby for key employees.
The Value of a Positive Farewell Gesture
Spending ten to fifteen minutes to organize a small tea party is not going to affect the company's output in any way; rather, it will give everyone a good feeling that the exit is being dealt with in a positive manner. At any rate, if the company has attrition rates, the reasons need to be examined holistically and not by avoiding the gesture of a tea party or cake cutting, etc.
From India, Pune
Acknowledge(0)Amend(0)
Reasons for Leaving the Company
A few reasons for leaving the company include better opportunities, higher studies, and relocation. Only the department members or team members will show interest in giving the farewell, and the management approves it. Top management involvement is minimal.
Importance of Farewell
Giving a farewell is necessary since the employee has been with the company and has served the required period. The farewell should be arranged during break times or lunch hours to avoid disrupting the working environment.
This creates a positive impression in the mind of the departing employee, increasing the likelihood of them showing interest in returning in the future if proper exit formalities are followed and the employee is treated well during their departure.
From India, Vijayawada
Acknowledge(0)Amend(0)
A few reasons for leaving the company include better opportunities, higher studies, and relocation. Only the department members or team members will show interest in giving the farewell, and the management approves it. Top management involvement is minimal.
Importance of Farewell
Giving a farewell is necessary since the employee has been with the company and has served the required period. The farewell should be arranged during break times or lunch hours to avoid disrupting the working environment.
This creates a positive impression in the mind of the departing employee, increasing the likelihood of them showing interest in returning in the future if proper exit formalities are followed and the employee is treated well during their departure.
From India, Vijayawada
Acknowledge(0)Amend(0)
The Importance of Farewell Parties
A farewell party is a gesture by the company to show that they are happy for an employee's growth and wish them all the best for their future endeavors. A 10-15 minute party will surely not hamper any work. It's a departmental function.
Also, if we celebrate birthdays for employees at work, then why can't we celebrate their exit? Why treat them as outsiders on their last day and close the doors for re-entry? By discouraging such policies, we are creating an atmosphere where employees, after submitting their resignation, will feel like leaving the organization as soon as possible, as the organization starts treating them differently.
Normally, these farewell parties are held just before departure or during lunch or tea time, so not much working time is wasted.
Kindly do not curb such good gestures and positive HR feelings.
We understand that HR will look for a replacement, but are we expecting an employee to never leave the organization and no new talent to join the team?
Regards,
Ashutosh Thakre
From India, Mumbai
Acknowledge(2)Amend(0)
A farewell party is a gesture by the company to show that they are happy for an employee's growth and wish them all the best for their future endeavors. A 10-15 minute party will surely not hamper any work. It's a departmental function.
Also, if we celebrate birthdays for employees at work, then why can't we celebrate their exit? Why treat them as outsiders on their last day and close the doors for re-entry? By discouraging such policies, we are creating an atmosphere where employees, after submitting their resignation, will feel like leaving the organization as soon as possible, as the organization starts treating them differently.
Normally, these farewell parties are held just before departure or during lunch or tea time, so not much working time is wasted.
Kindly do not curb such good gestures and positive HR feelings.
We understand that HR will look for a replacement, but are we expecting an employee to never leave the organization and no new talent to join the team?
Regards,
Ashutosh Thakre
From India, Mumbai
Acknowledge(2)Amend(0)
HR management should always encourage good things for the employees and create a positive environment for the company. Giving a farewell to an employee and wishing them all the success on their corporate journey and growth is something that enhances the happy environment of the company. All that is done for good reasons will result in good things in life.
From India, Vadodara
Acknowledge(0)Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)
A proactive HR culture is defined not by how you welcome a person into the organization, but by how you bid farewell to a person. Remember, the best ambassadors of any organization are its past employees. Make their exit memorable. The intangibles you gain are phenomenal.
From United+States, San+Francisco
Acknowledge(0)Amend(0)
From United+States, San+Francisco
Acknowledge(0)Amend(0)
Understanding Farewell Practices in Organizations
Not sure why you raised this topic—is it related to any specific situation you faced or are facing, or is it just a general inquiry?
As a member mentioned, "the best ambassadors of any organization are its past employees. Make their exit memorable"—unless, of course, it's a case of termination, for whatever reason(s).
There's one small but crucial point that you seem to miss. The to-be-ex-employee joined the company, not any specific team within the company. He/she became a part of the team only after joining. For all one knows, he/she may have worked in multiple teams during his/her tenure.
So whose concern, if at all, is it to give a farewell party to him/her?
Furthermore, did he/she work for any team lead, manager, or anyone else, or for the company as a whole throughout?
That's the logic from a purely human relations angle.
From another angle—whatever his/her productivity was during his/her tenure was a contribution to the company, not to either the team or any individual. So whose concern, if at all, is it to give a farewell party to him/her? That his/her team is involved in arranging the farewell party is only a projection of the intent of the company.
From another angle, what's the message the company is trying to send to the to-be-ex-employee when the company doesn't partake in any farewell party? To put it bluntly and directly: our "use for you" is now over and finished, and you can go your way now. At most, a totally impersonal and mechanical "Thank you."
Does that feel like the way any HR person ought to suggest, project, or practice?
It's up to you to figure out, I guess.
Regards,
TS
From India, Hyderabad
Acknowledge(1)Amend(0)
Not sure why you raised this topic—is it related to any specific situation you faced or are facing, or is it just a general inquiry?
As a member mentioned, "the best ambassadors of any organization are its past employees. Make their exit memorable"—unless, of course, it's a case of termination, for whatever reason(s).
There's one small but crucial point that you seem to miss. The to-be-ex-employee joined the company, not any specific team within the company. He/she became a part of the team only after joining. For all one knows, he/she may have worked in multiple teams during his/her tenure.
So whose concern, if at all, is it to give a farewell party to him/her?
Furthermore, did he/she work for any team lead, manager, or anyone else, or for the company as a whole throughout?
That's the logic from a purely human relations angle.
From another angle—whatever his/her productivity was during his/her tenure was a contribution to the company, not to either the team or any individual. So whose concern, if at all, is it to give a farewell party to him/her? That his/her team is involved in arranging the farewell party is only a projection of the intent of the company.
From another angle, what's the message the company is trying to send to the to-be-ex-employee when the company doesn't partake in any farewell party? To put it bluntly and directly: our "use for you" is now over and finished, and you can go your way now. At most, a totally impersonal and mechanical "Thank you."
Does that feel like the way any HR person ought to suggest, project, or practice?
It's up to you to figure out, I guess.
Regards,
TS
From India, Hyderabad
Acknowledge(1)Amend(0)
I think it is a healthy practice to have some sort of farewell function. The outgoing employee is appreciated by his/her colleagues for the support and positive actions while in the organization. Moreover, personal relationships do not cease even if that employee exits. The get-together can happen during lunch breaks, etc., with the least loss of productive time. A tea break could also be organized.
On the contrary, not having such a function indicates that the organization does not have a conducive atmosphere for interpersonal relationships. Such entities do not grow well as the right environmental culture is not fostered.
From India, Delhi
Acknowledge(0)Amend(0)
On the contrary, not having such a function indicates that the organization does not have a conducive atmosphere for interpersonal relationships. Such entities do not grow well as the right environmental culture is not fostered.
From India, Delhi
Acknowledge(0)Amend(0)
The Role of Send-Off Parties in Modern Workplaces
Interesting discussion on whether there should be farewell send-off parties. The views expressed by the members are worth considering. There is another reason for the send-off party. The daunting competitions for market share, the demanding 24 x 7 customer service, and the technology-driven processes drive employees at modern workplaces into a flurry of activity from the moment they pick up their pen or 'mouse', leaving no space nor time for occasional social indulgence, which is essential for anyone who wants their workplace to be more socially dynamic than a sweatshop.
Therefore, there is a need for a social lubricant to open jammed channels of social communication among employees by encouraging them to open up to one another. Send-off parties serve as one such social lubricant. The feeling of being together on occasions when a colleague leaves instills a sense of belonging and caring for one another, apart from refraining from burning bridges with them and keeping the doors of rehiring open if they wish to return.
Considerations for Organizing Send-Off Parties
However, where the rate of attrition is high and an employee leaves every other day, holding send-off parties during office hours so frequently may be disruptive. Therefore, in my view, whether a send-off party should be held during office hours, during lunch or tea time, after hours, or whether it can be avoided, depends on various factors like the frequency of exits, the long or short tenure of employees, or the reputation of employees. No matter how bad a person is, it is worth celebrating their exit as some people make others happy when they leave.
Regards,
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
Acknowledge(3)
Amend(0)
Interesting discussion on whether there should be farewell send-off parties. The views expressed by the members are worth considering. There is another reason for the send-off party. The daunting competitions for market share, the demanding 24 x 7 customer service, and the technology-driven processes drive employees at modern workplaces into a flurry of activity from the moment they pick up their pen or 'mouse', leaving no space nor time for occasional social indulgence, which is essential for anyone who wants their workplace to be more socially dynamic than a sweatshop.
Therefore, there is a need for a social lubricant to open jammed channels of social communication among employees by encouraging them to open up to one another. Send-off parties serve as one such social lubricant. The feeling of being together on occasions when a colleague leaves instills a sense of belonging and caring for one another, apart from refraining from burning bridges with them and keeping the doors of rehiring open if they wish to return.
Considerations for Organizing Send-Off Parties
However, where the rate of attrition is high and an employee leaves every other day, holding send-off parties during office hours so frequently may be disruptive. Therefore, in my view, whether a send-off party should be held during office hours, during lunch or tea time, after hours, or whether it can be avoided, depends on various factors like the frequency of exits, the long or short tenure of employees, or the reputation of employees. No matter how bad a person is, it is worth celebrating their exit as some people make others happy when they leave.
Regards,
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
Acknowledge(3)Amend(0)
Employees will come and go. People work for earning and betterment in life. Relationships are social bondings that remain. Networks help businesses grow. Human resource managers can thus contribute to maintaining relationships and building strong networks through small but memorable moments like farewells, irrespective of reasons for attrition, etc.
From India, Vadodara
Acknowledge(0)Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)
It is not a healthy practice or policy to have frequent farewell parties. However, if the team wishes to bid a proper goodbye at their own expense (snacks, mementos, etc.), then the 10-15 minutes of company time spent on this should be overlooked by HR, as long as it does not disrupt other employees and cleanliness is maintained. Such events can be held in meeting rooms, pantries, or other areas where disturbance is tolerable.
The company is where we spend most of our waking hours. It is natural for us to form friendships and attachments here. Imposing strict rules regarding company time may not be perceived as a positive gesture.
Best Regards,
Amod Bobade.
Acknowledge(2)Amend(0)
The company is where we spend most of our waking hours. It is natural for us to form friendships and attachments here. Imposing strict rules regarding company time may not be perceived as a positive gesture.
Best Regards,
Amod Bobade.
Acknowledge(2)Amend(0)
A formal farewell ceremony with no sort of partying can be entertained and can be made a practice in organizations. This will of course set an example of unity in the team
From India,
Acknowledge(0)Amend(0)
From India,
Acknowledge(0)Amend(0)
Somewhere I read years ago - "To meet, to eat, to chat, and to depart - that is the saddest tale of mankind!". Bidding farewell by the employees to a colleague on his voluntary exit from the organization is a mark of respect and remembrance of their long-time association. Managers have just to take it in a lighter vein instead of with a parochial outlook.
From India, Salem
Acknowledge(3)
Amend(0)
From India, Salem
Acknowledge(3)Amend(0)
In my company, we do not celebrate farewells when an employee leaves the organization. However, our employees give a personal farewell to the departing person and send an email to everyone. They do not inform senior management. Kindly suggest whether we should instruct them to stop sending internal emails to everyone or if they send an email, they should also keep the management in the loop.
Kindly suggest what I should email to them so that the environment remains cool, healthy, and intimate.
Regards,
Aagam
From India, Chennai
Acknowledge(0)Amend(0)
Kindly suggest what I should email to them so that the environment remains cool, healthy, and intimate.
Regards,
Aagam
From India, Chennai
Acknowledge(0)Amend(0)
It is quite natural that it would also swing everyone’s mood. It would be better if we avoid such circumstances inside the premises.
From India, Chennai
Acknowledge(0)Amend(0)
From India, Chennai
Acknowledge(0)Amend(0)
Holding a small farewell party during tea break involving HOD and members of the team/department for the farewell party of an employee who is leaving is a good idea. (Of course, the exiting employee should not have been terminated or dismissed, etc.) This will foster good relationships among employees.
I really do not find any negative implications in this short but sweet gesture. For years, I have been doing this for exiting employees wherever I have worked without any problem or hindrance to official work.
From India, Pune
Acknowledge(0)Amend(0)
I really do not find any negative implications in this short but sweet gesture. For years, I have been doing this for exiting employees wherever I have worked without any problem or hindrance to official work.
From India, Pune
Acknowledge(0)Amend(0)
The Impact of Farewell Gestures on Company Culture
If we all take exits as negatives and handle farewell gestures as a waste of time, I really wonder if employees would stick around for the notice period and transfer the knowledge. As soon as a person submits their resignation, people start to distance themselves from them, treating them as an outsider in the group. This is a very harmful trend.
A request to all my HR members: we need to strengthen the company culture through people management and not by looking down on things in a different way.
Regards,
Ashutosh Thakre
From India, Mumbai
Acknowledge(0)Amend(0)
If we all take exits as negatives and handle farewell gestures as a waste of time, I really wonder if employees would stick around for the notice period and transfer the knowledge. As soon as a person submits their resignation, people start to distance themselves from them, treating them as an outsider in the group. This is a very harmful trend.
A request to all my HR members: we need to strengthen the company culture through people management and not by looking down on things in a different way.
Regards,
Ashutosh Thakre
From India, Mumbai
Acknowledge(0)Amend(0)
In my view point the procedure of giving farewell is a good idea as the person is going for the better opportunities without harming the organization.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
We'd say, don't make it big - but encourage the employee who's given the best and highlight his positives to the rest of the members. Let the person who's taken the big decision to move on feel good about working for his current organization and let him contemplate on what he's going to carry forward on his next leap.
From India, undefined
Acknowledge(0)Amend(0)
From India, undefined
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Managing Internal Best Practices and communicating them throughout a company..doc
Employee-Schedu ling-Best-Pract ices.pdf