Employee turnover can have a significant impact on your workplace culture and staff turnover. We are familiar that the whispers amongst employees often speak louder than any formal announcement. We understand some staff depart on grounds which are not positive and supporting a staff member who is leaving is not always possible, but we know, even in these circumstances sometimes there is still opportunity.
Managing the departure and supporting both the departing staff member and existing team is key to a positive workplace dynamic and impacts your organisation’s reputation.
Allowing people who are leaving to leave well with a positive experience. Departing team members will go on to share their experiences with others, we all know how small the industries we operate in are. Your response and actions to departing staff does impact future customers and future candidates looking for positions within your industry.
Whether you feel it is time for a staff member to move on or are glad of their departure, maybe you are incredibly disappointed.
There are common scenarios where staff, even though they have performed well, have demonstrated longevity and commitment to the organisation cannot seem to leave well. Or they do leave, and managers for whatever reason, communicate negative narratives around the staff member’s departure.
Sometimes it is due to the employee’s attitude and actions, but a common scenario is you’ll find organisations reacting out of disappointment, communicating things like ‘you’re glad they have left’ or ‘pick out all the negatives of the performance’ once the departing staff member leaves.
Word of mouth is the most powerful marketing tool of any organisation. Where possible, supporting a positive staff’s departure contributes to a healthy workplace culture.
