Scrolling through LinkedIn lately I’ve seen a number of posts marking someone’s last day with their current company. The post, often of someone moving on to another opportunity, are appreciative of the opportunity they had, grateful for the relationships they forged and overall very positive. The comments on the post from current co-workers and leaders are more of the same. They share their sadness over the person leaving and congratulations for the new opportunity. And every time I see it, I think the same thing.
That’s really the way you want someone to go.
Before the cynics jump in, I completely realize that for every one of those positive exits there are many more negative ones. I know that employees don’t always leave on good terms, but this post is about how you want employees to leave so I’m going to focus on that.
Employees take on new opportunities for all sorts of reasons. Sure the statement about people leaving their leaders is mostly true, but my time spent every week recruiting tells me that often people aren’t looking to leave. They aren’t dissatisfied in their current role, but something intriguing came along and they jumped on it. Many times throughout my day, a person I reached out to with an opportunity will say, “I’m not really looking now, but this does sound interesting”. They then go down the path of pursuing an opportunity not because they are dissatisfied in their current role, but simply because the timing is right for them and the opportunity allows them to move forward in their career or work on something they wouldn’t get the opportunity to in their current role.
Sometimes it isn’t about a poor working relationship with their manager or dissatisfaction with the business, but simply the right opportunity at the right time. And when it is, that employee leaving a positive note on social media about your company is amazing branding. It also may serve as great advertising that a position is open.
As I think about what I would want employees leaving my company to share, a few things come to mind. I want them to share that…
Their decision to leave had nothing to do with leadership or dissatisfaction, but one of opportunity.
They felt supported, challenged and appreciated while working for my company.
They are sad to be leaving so many great colleagues including leadership behind.
If the door were ever open for them to return and the opportunity made sense, they would do so in a heartbeat.
These are the things that speak to people these days. Pay, benefits, flex work and promotional opportunities are always important, but what people gravitate to now are places that check the boxes above. People are more willing to exchange more money for feeling valued. The highest paying environments, that are also the most toxic, are not as appealing as they once were.
I believe statements like this, when employees leave, are powerful. They are also powerful from current employees and the more you can accumulate the better. Now the question of how to make sure this is what employees say is a whole other blog post -or series – or leadership development program. But knowing what we want them to say is a good start.