94% of employees say they would stay at their employer if they supported them to learn. (Linkedin, 2019)
Inevitably, it is not always possible to maintain staff, however much we might like too.
The departure of an employee may not be ideal for your organisation, but it is important to not let this impact the final days and weeks of the out-going staff member.
Regardless of how you support an out-going staff member, it is important to manage their exit effectively.
Exit interviews are the most popular method for organisation in the UK to explore why a staff a member is leaving (CIPD, 2009). They provide an open space for out-going employees to evaluate their work, and potentially flag areas that played a factor in them looking for work elsewhere.
As exit interviews are normally one of the last things an employee does before leaving, it is a great opportunity to offer praise, and encourage them to stay in touch. Former members of your organisation can be a great asset, long after they have gone.
HELP FOR THE FUTURE
Staff members who leave due to a negative experience, and are disillusioned, may encourage people in the future to not work for organisation.
Exit interviews allow employers to hear about challenges an individual had, whether that was with elements of their role or individuals they worked with. While the employee raising the issues is leaving, that does not necessarily mean the issues they raise go as well.
Staff may return
Just because someone leaves now, does not mean they are gone forever. It is possible that staff members may look to return to your organisation in the future.