In a tight labor market, consider the wisdom of not locking the door when employees leave. Instead, think about the value of letting them (the good ones, at least) know that they can come back if they want. Here’s how:
- Build deep, meaningful relationships. Don’t just treat employees as a means to an end. Get to know them as individuals and learn about their motivations, goals, dreams, and concerns. Ultimately, you should show exiting workers that their value goes beyond what they do for the organization and that you care for them as people.
- Probe outgoing employees. Conduct exit interviews that are meaningful and productive instead of just a matter of policy. By using the intel you get from these conversations, you may be able to keep more of the employees you have.
- Leave the door open. Let exiting workers know that they can come back if they want. If they discover that the grass isn’t green on the other side, don’t shame or question them. Welcome them back and look at ways to keep them engaged and happy.
- Create a culture that enables graceful exists. Work with departing workers on timelines that are comfortable for them. Don’t pressure them unfairly to delay their departure or train their replacements.
- Be happy for staff. Wish exiting employees luck in their new role, evening if you feel betrayed or disappointed. They will remember your kindness and support.
