Ensuring it is recognised in a positive way reinforces a safe working culture and allows the possibility for future working relationships. So how should employers handle departures? Above all, treat people with kindness and respect.Įndings need to be marked by rituals to help people move on, but it is important to find out how the individual would like to mark their leaving. It’s catastrophic: not only losing the job, but the friendships at work.” “They are so frightened about jeopardising their pay-off that they don’t speak to colleagues or respond to questions. The only compensating fact is getting a sum of money for signing a gagging order. “It often comes as a complete surprise - with no warning and about career. He gives an example of when a person has only a few hours to leave and their email is suddenly shut down. It signals to the people who stay that, “I too could face this”. Mark Stein, emeritus professor of leadership and management at the University of Leicester, believes the worst scenario is when someone is unceremoniously thrown out and a non-disclosure or “gagging order” is imposed. They are then likely to take their aggrieved feelings and project them into their next job, repeating a similar dynamic. Unless such bad endings are analysed and processed, unfair accusations can become internalised and the person made to feel inadequate. “In hindsight, I realised that fundamentally it wasn’t down to a failure on my part, it was down to someone who was deeply flawed, and in subsequent years since leaving that’s been validated by the success that followed.” “The overall experience felt more like being a courtier in the court of Louis XIV, where your ability to stay or go was determined by how attractive you were to the king, as opposed to whether you were delivering something credible. The head of HR walked me out of the building, took my phone and my pass.

When I said that it wasn’t to do with operational aspects, but how he and I had failed to work together, he had a histrionic fit and stormed out of the office. He invited me to resign and if I didn’t I would be pushed out. My client explained: “ raised a whole bunch of issues which were essentially fabricated. She urges companies to consider: “What experience do you want them to walk out the door with - and what do you want them to tell the next 10 people?” And when people are made redundant through no fault of their own, such as in mergers, those remaining can feel guilty and may wonder why have they survived when friends have been sacked. She adds that managers should also consider the impact on their brand of a bad social media review, or word spread around the industry by disgruntled ex-employees. But if people are treated badly on their way out, they are unlikely to return. Karen Thomas-Bland, founder of Seven, a management consultancy, says that with current pressures on recruitment, many companies are relying on a “boomerang effect”. What’s more, an opportunity to re-employ talented and experienced leavers in future is missed. This can result in lost motivation and effort, which damages overall collaboration, productivity and performance. When exits are ignored, or worse, those departing are treated badly, it signals to staff remaining that they, too, are unimportant. Such endings benefit companies and organisations, too, by enhancing their reputations as employers and ability to recruit.Įndings also have a deep symbolic resonance with the people who stay. It can also be a time to cement relationships - to strengthen contacts rather than feelings of relief at leaving others behind. Such expressions boost a person’s confidence - the warmth and positivity can help them through the initial insecurity and even loneliness in their next job or venture. People leaving may hear, perhaps for the first time, just how valued they and their contributions were. It provides a place to process what was, and prepare for what is to come to pause and reflect on accomplishments, opportunities taken and missed, relationships forged and broken and, importantly, an opportunity to say goodbye.Ī departure also offers a rare moment of intimacy at work where thoughtful words can be said and kindnesses and generosity remembered. And some individuals, in turn, shy away from endings for fear of embarrassment or being overwhelmed with emotion.Įndings and beginnings, however, are inextricably linked for people - a good ending allows a good beginning.

We were here together best ending