Recently, I read an article in The Ascent on exit mode; this inspired me to analyze the exit process from two perspectives, i.e., employer and employee. The separation process should be carried out smoothly and on a good note as this is important not only for the exiter but also for the organization. I have made a gist of a few significant issues.
Employee Perspective
It is important for the individual to work with full dedication during the notice period instead of reacting like a honeymooner. Do not speak ill of your former company or manager, no matter how bitter the relationship may be. Properly hand over all important documents and tasks to the concerned person. Don't be reckless about your duties and responsibilities until the LWD (last working date). Make sure you can submit your organization as a reference for future opportunities and leave on a good note, as most companies conduct a background check before hiring.
Employer Perspective
Every worker is an asset to the organization, and turnover is not only a loss of manpower but also a loss of investment in the individual, confidential information, and knowledge and skills. It is essential for the manager to conduct an effective exit interview in order to avoid future drain out. Sometimes it also helps in regaining the resource. It is obsolete to have critical (negative) behavior towards an employee who is serving his/her notice period. After all, who wants bad word of mouth in the industry?
Every entity working in corporate faces this stage in his or her career, but one should not take this lightly as this may impact the future. "What goes around comes around." Even I have faced this scenario, but the best thing to do is stay tranquil, composed, and optimistic; eventually, it is a two-way requirement.
All the best for all future exits.
Regards,
Nazneen
From India, Bangalore
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17Employee Perspective
It is important for the individual to work with full dedication during the notice period instead of reacting like a honeymooner. Do not speak ill of your former company or manager, no matter how bitter the relationship may be. Properly hand over all important documents and tasks to the concerned person. Don't be reckless about your duties and responsibilities until the LWD (last working date). Make sure you can submit your organization as a reference for future opportunities and leave on a good note, as most companies conduct a background check before hiring.
Employer Perspective
Every worker is an asset to the organization, and turnover is not only a loss of manpower but also a loss of investment in the individual, confidential information, and knowledge and skills. It is essential for the manager to conduct an effective exit interview in order to avoid future drain out. Sometimes it also helps in regaining the resource. It is obsolete to have critical (negative) behavior towards an employee who is serving his/her notice period. After all, who wants bad word of mouth in the industry?
Every entity working in corporate faces this stage in his or her career, but one should not take this lightly as this may impact the future. "What goes around comes around." Even I have faced this scenario, but the best thing to do is stay tranquil, composed, and optimistic; eventually, it is a two-way requirement.
All the best for all future exits.
Regards,
Nazneen
From India, Bangalore
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Purpose of an Exit Strategy
The purpose of an exit strategy is to understand the actual reasons behind an employee's departure from the organization. It is crucial for identifying areas or functions that require improvement, whether related to company policies or the behavior of employees, such as subordinates, colleagues, or supervisors.
Regards.
From India, Ahmadabad
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The purpose of an exit strategy is to understand the actual reasons behind an employee's departure from the organization. It is crucial for identifying areas or functions that require improvement, whether related to company policies or the behavior of employees, such as subordinates, colleagues, or supervisors.
Regards.
From India, Ahmadabad
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The Importance of a Balanced Exit Strategy
Exit interviews are often treated as a formality. It is important to have a balanced approach to how one moves ahead. I feel it is more important for the employer to be clear about how they handle leaving employees. Most times, as we have seen in several threads here, the employee is often victimized in the name of a "smooth handover." Ultimately, if we are to derive learnings from a platform like CiteHR, it would be that one should NOT give too much weight to background checks if there are issues reported during notice periods. Naturally, anything before that is important.
Focus on Retention Over Exit Strategy
Where I feel this whole equation fails is that one often knows of employees who would leave a company. The strategy should be to ensure a good retention approach rather than focusing on the exit strategy. Especially when confidential information is being dealt with, a smooth exit strategy would be to have a "zero-notice-period." We practice that in our company, and it is very successful.
Regards,
Nikhil
From United States, Daphne
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Exit interviews are often treated as a formality. It is important to have a balanced approach to how one moves ahead. I feel it is more important for the employer to be clear about how they handle leaving employees. Most times, as we have seen in several threads here, the employee is often victimized in the name of a "smooth handover." Ultimately, if we are to derive learnings from a platform like CiteHR, it would be that one should NOT give too much weight to background checks if there are issues reported during notice periods. Naturally, anything before that is important.
Focus on Retention Over Exit Strategy
Where I feel this whole equation fails is that one often knows of employees who would leave a company. The strategy should be to ensure a good retention approach rather than focusing on the exit strategy. Especially when confidential information is being dealt with, a smooth exit strategy would be to have a "zero-notice-period." We practice that in our company, and it is very successful.
Regards,
Nikhil
From United States, Daphne
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3R OF EMPLOYEE RETENTION strategy.pdf
Effective employee retention strategies-BPO. doc