This week I will focus on the allegedly end of the employee journey, departing the organization either based on termination or resignation.
From the employer’s perspective it is tempting to ask why should I invest time and resources on people who decided to leave? Or I decided weren’t a good fit?
A professional exit strategy is as important as your onboarding programme for a positive experience from start to finish. Don’t end your relationship with your employee in a mere transactional way. Don’t miss the opportunity to gain valuable insights into possible improvements to increase retention and job satisfaction. This is the time to prove your company’s culture and values are true. It is about dignity, respect and loyalty. For both sides of the spectrum. For an employee leaving the company, it is important to resign your position in the same professional manner as getting hired.
I created a list of great articles across the web to focus on how to benefit from the exit stage of the employee journey and not to forget about “downsizing survivors”.
The experience an employee has while leaving a brand can have profound effects on recruitment, sales and virtually all elements of the business. Turnover has many negatives but should also be viewed as an opportunity for a company to benefit too. Here are three ways in which an employee leaving can be beneficial for a business.
Whatever the terminology or circumstances, if your organization downsized, you're left with layoff survivors, those employees considered lucky because they made the cut. While downsizing has a positive effect on the businesses bottom line, to truly benefit from the layoffs, you need to invest energy in the employees who survived.
You’re ready to quit your job, except for one thing: you have no idea what to say to your boss. It’s just as important to be professional when you’re giving notice as it is when you’re trying to get hired.
People don’t quit a job, the saying goes — they quit a boss. We’ve heard it so many times that when we started tracking why employees leave Facebook, all bets were on managers. But our engagement survey results told a different story: When we wanted to keep people and they left anyway, it wasn’t because of their manager…at least not in the way we expected.
BONUS: The surprising ingredient that makes businesses work better
"So if fairness is a keystone of life, why isn't every leader making it their priority? Wouldn't it be cool to work in a company that was more fair? Wouldn't it be great to have colleagues and bosses that were selected and trained for fairness and for character and not based on 60-year-old GMATs? Wouldn't it be nice to be able to knock on the door of a Chief Fairness Officer?"
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Through recruitment, training and consulting, Timeo-Performance provides solutions for increased performance of companies, teams, and individuals. As our clients are in the center of global business and often serve the APAC region, our solutions need to be sustainable in a multicultural and remote context.
Our joint venture with Akteos, the European leader in intercultural training, and partnership with digital learning solutions provider CrossKnowledge have therefore been organic and logical additions to our service. Timeo-Performance has been helping companies in APAC increase business performance since 2008 with offices in Singapore, Malaysia, and Hong Kong.
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As busy professionals, our schedules are often filled to the brim with meetings and tasks to complete. We can get so caught up with work that we might even forget our all-important lunch and power through dinner as well. Alas, we can only do so much given the 24 hours we have in a day. While time management is vital, being productive is another matter in its entirety.Enter time batching.