Leadership Departure Strategies: Three Methods to Facilitate Smooth Exits for Resigning Staff Members
Leaving an organization is an integral part of an employee's career journey, and it's essential for leaders to handle this transition with grace and finesse. Employees exiting gracefully isn't just about the individual leaving; it's also about how the organization manages that change.
Kathy Shanley, the founder of Statice, provides insights into having leaders exit employees gracefully when they resign, ensuring a smooth process. In her experience, organizations can implement three critical steps to ensure a seamless exit:
1. Normalize Career Progressions
Negative behavior from leaders, such as criticizing the employee's decision to leave, shutting them out, or belittling their work, can lower team morale and create discomfort. Instead, leaders should celebrate the employee's decision as part of their career journey, share any accomplishments, and preserve the relationship where feasible.
Imagine a scene where an employee secures a higher-level position at a new organization but is met with criticism and mistrust from their supervisor shortly after resigning. This behavior leads to confusion, frustration, and resentment, causing other team members to question their own positions. On the contrary, leaders who celebrate the employee's decision and emphasize their growth prospects within the organization maintain a positive and supportive work environment.
2. Communicate and Set Expectations
Establish a two-way communication process to prevent misaligned expectations, which can result in frustration and resentment. Perhaps the employee wants to wrap up a particular project before leaving, while the supervisor has other plans. A mutually agreed-upon two-way communication process can help resolve such issues, ensuring a smooth transition for both parties.
Set up a meeting to discuss the high-priority tasks and the employee's recommendations for prioritizing responsibilities or delegating work to other team members. This open communication fosters collaboration and ensures a seamless handover.
Moreover, if the departing employee is willing, consider involving them in the hiring and training process for their successor. This approach helps maintain continuity and keeps the team informed, ensuring a smoother transition with minimal disruption.
3. Create a Positive Offboarding Experience
Ensure the offboarding process is a positive experience, dealing elegantly with the resignation announcement, and commemorating the employee's contributions, either through a casual farewell gathering or a more formal recognition ceremony. A proper offboarding experience leaves a lasting positive impression on both the employee and the team, preventing any hard feelings or lingering resentment.
Moreover, proactively set up exit interviews to collect feedback on the experience. Ensure the interview is optional or mandatory, depending on the organization, and explain how the feedback will be used to make improvements. This step shows that the organization values its employees' input and is committed to continuous improvement.
In conclusion, adopting a thoughtful and considerate approach to handle employee departures can go a long way in maintaining team morale and ensuring a positive impression. By implementing these steps, leaders can create opportunities for growth, foster collaboration, and enable a smooth transition for departing employees.
Kathleen Shanley, who has experience in managing employee exits gracefully, stresses the importance of leaders strengthening their competencies in this area. Instead of showing negative behavior upon an employee's departure, such as criticizing their decision or belittling their work, leaders should celebrate the employee's progression as part of their career journey. By implementing these steps, as Shanley suggests, organizations can normalize career progressions, communicate clearly to prevent misaligned expectations, and create a positive offboarding experience, thereby maintaining a positive work environment and fostering growth.
