Do It Right, Do It Now! by Dembitz John A.;

Author:Dembitz, John A.;
Language: eng
Format: epub
Tags: business;business book;management book;focus on people;people focus;people management
Publisher: Conrad Press, The
Published: 2021-08-15T00:00:00+00:00

VALUE-ADDED ON EXIT

One part of the process that unfortunately frequently falls by the wayside is that of undertaking exit interviews. No one would ever dream of making an offer to someone without interviewing the candidate. Why are so many so willing to see the back of people without sitting down and interviewing/talking with them? The exit interview should be as much a part of standard procedures as getting candidates to fill out application forms, or submitting CVs. The exit interview is a terrific opportunity to find out from the departing employee what she/he really thinks about the company, the management, the strategy, the strengths and weaknesses etc. Okay, so there will need to be a certain degree of interpretation and understanding of circumstances leading to departure etc, but nevertheless it could be a hugely valuable information/insight gathering exercise.

There are numerous lessons, lessons that are real, lessons that can be implemented with much ease, without great investment of resources, just some forethought and management time:

Do it Right: Do it Now!: Don’t get mad, people come and they go

Do it Right: Do it Now!: The days of slavery are over

Do it Right: Do it Now!: Treat those exiting with the same degree of professionalism and courtesy as those joining

Do it Right: Do it Now!: Treatment of outgoing employees is visible to all and can impact on overall morale

Do it Right: Do it Now!: Exit interviews are valuable, can and do provide insights

Do it Right: Do it Now!: Your past employees can be valuable assets

Do it Right: Do it Now!: They can have a direct impact on revenues

Do it Right: Do it Now!: Don’t turn them into liabilities, into enemies

Do it Right: Do it Now!: Turn ex-employees into assets, ambassadors

Do it Right: Do it Now!: Remember there are likely be more ex-employees than employees!

Do it Right: Do it Now!: Avoid litigation if at all possible; it sours the relationship, costs a lot of money!

Do it Right: Do it Now!

The positive exit is totally achievable.

Let me finish by one final example. In 2007 the managing director of one of the companies that I chaired asked to meet with me prior to a board meeting, so we met for an early cup of coffee. He then advised me that he had been offered an exciting new opportunity with a larger company, with potential for equity participation. I quoted my old ex-boss, Bruce Fireman: ‘The days of slavery are over’ and after due consideration wished him well and supported the move. I then asked whether he was prepared to tell me where he was going? He did. At which point I became not only angry but saddened.

I had introduced him to another company as our managing director, given that there could be potential synergies between the two businesses worth exploring. Synergies that could be strong enough to consider a potential merger? The merger never happened, but he got nicked to join the other company. Unprofessional on both parts, but I was still not prepared to stand in his way.

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