The Break-Up: Managing Employee Departures

employee departures

The way in which an employee is treated when departing your company is just as important as how you handled the process when they joined.

Remember that intoxicating time? You wooed and courted and promised them the moon. You shared your hobbies (“look at all our ‘employee engagement activities!!’”) and pet peeves (“please read our HR policies”). And even though your out-of-date and heavily photoshopped profile picture (“branding”) didn’t resemble reality (“actual culture”) in any way, you managed to convince them to come aboard.

But now they’ve decided to leave. The romance has soured or a more attractive suitor has arrived and lured them away. When an employee tells you “It’s not you – it’s me” (even though it may, in fact, be you) there are a few situations to avoid as you work through the break-up.

The Bloodletting

Asking an employee to leave immediately upon resignation is at the top of the list for inane moves. Granted, this may seem sensible for a salesperson who’s not going to be filling the pipeline with new leads if he’s walking out the door in 2 weeks, but what’s the point of tossing Carol in Accounting out the door the moment she gives notice?  Yet there are companies who apparently assume all resigning employees are going to gather all the corporate intel they can and sell it to the highest bidder. I’ve joined organizations where this was such the norm -and expectation – that resigning employees who had to work out a 2 week notice were actually offended they weren’t asked to depart forthwith.

The Shunning

Bob tenders his resignation and is immediately a pariah. He’s no longer invited to meetings and his name disappears from email groups. He can probably live with all of this but it pains him just a bit when his boss, the division director and, so it seems, the entire leadership team don’t even offer greetings in the hallway. One step removed from Hester Prynne. Poor Bob.

The Cortege

For those working on-site, a resignation (yes, even a voluntary one – see “The Bloodletting”) may result in a Security Guard (or HR staffer) materializing in one’s office door with a box. The box is for packing up photos of kids and assorted office knick-knacks (“Ma’am – is that YOUR coffee mug or does it belong to the company?”).  The Guard is the accompanying attendant for the mournful procession out-of-the-building while everyone in the building furtively avoids eye contact.

The Farewell Party

This is nice, right?  Sally gets treated to cake and punch and her manager gives her a gift card to Outback Steakhouse after he makes a speech about all her contributions and how she was an integral part of the team’s success. Her co-workers sign a card (funny and slightly ribald because Sally has a sense of humor) and wish her the best of luck. There are hugs all around with promises to stay in touch and get together for the occasional lunch or happy hour. But Sally feels a bit sad as she wonders “why didn’t they say these things and treat me this way during the 4 years I worked here?  If I knew this is how everyone felt I might not have looked for another job…”

Break-ups are hard; they tear off a little bit of your heart. And when an employee decides to move on and enter a relationship with someone else you may not be ready to say “I’ll always love you.”

But you can surely tell them “I hope we can still be friends.”

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