{"id":824,"date":"2013-03-17T16:20:41","date_gmt":"2013-03-17T16:20:41","guid":{"rendered":"http:\/\/fragile.org.uk\/?p=824"},"modified":"2013-03-17T16:20:41","modified_gmt":"2013-03-17T16:20:41","slug":"what-how-your-company-treats-exiting-staff-says-about-you","status":"publish","type":"post","link":"https:\/\/fragile.org.uk\/index.php\/2013\/03\/17\/what-how-your-company-treats-exiting-staff-says-about-you\/","title":{"rendered":"What ‘How your company treats exiting staff’ says about you"},"content":{"rendered":"

Nothing impacts your working life like company culture and yet culture is very difficult to assess. This problem keeps me up at night and I\u2019ve written about it before in \u2018Why work at your company?<\/a>\u2019
\n\"\"
\nThe trouble is that in many cases, the company itself does not really know that much about its own culture and even if it did, expressing it in a sincere manner is challenging, in fact most companies don\u2019t even try at all.<\/p>\n

But how about this as a question to quickly determine a how a company feels about its staff?<\/p>\n

\u201cHR hoops aside, what happened the last time someone left your company?\u201d<\/p><\/blockquote>\n

Seems pretty innocent, no? Every company can answer that question in a positive manner, but I think the variations speak volumes.<\/p>\n

For instance, recently we said goodbye to junior (ish) developer, he\u2019d been with the company 18 months and was leaving to pursue a childhood dream to work as an air traffic controller (actually true).<\/p>\n

On his last day there was a leaving ceremony where a few words were said in the office and a leaving gift presented, immediately afterwards there was a trip to the pub for those wishing to see him off.<\/p>\n

Nothing unusual so far.<\/p>\n

But it was the whole<\/em>\u00a0office of eighty people that turned out – the parting gifts, while inexpensive, were completely personalised – in this case it was a \u2018make your own picture book\u2019 with each picture and audio presenting some sort of in joke – jokes understood by the whole group. In similar situations, gifts have included a \u2018time of day\u2019 vs ‘date’ commit plot for a notoriously nocturnal team member, a Wordle of IRC logs for an especially chatty colleague and even a framed 3ware card (his nemesis) for a long suffering sys admin.<\/p>\n

The pub trip was not just his team or engineering, but had attendees from across the entire company, and at all levels of seniority. Numbers were high, especially given it was a Friday night.<\/p>\n

It was a sad occasion, but in many ways felt like a celebration. \u2018Great working with you, can\u2019t wait to see what you do next\u2019 – it\u2019s one thing for your immediate work mates to say this, but how about a whole company?<\/p>\n

What struck me was how normal this felt, this is completely standard practice for us. Why wouldn\u2019t we act in this way? On reflection I think that this would be considered unusual at most organisations. Such sends off are not unheard of but usually reserved for especially treasured members of the team. This difference say something about our culture.<\/p>\n

By comparison, at my friend\u2019s organisation, a senior (much loved) member of staff of 20 years service cannot even expect their manager to drop into their leaving ceremony. Their reluctance to attend driven by fear of tacit endorsement. It\u2019s the same set up, leaving ceremony followed by pub, but a completely different feel.<\/p>\n

How a company treats its exiting employees, speaks volumes to remaining staff. The actions of individuals in response to the leaver, reflect the company’s culture. Since the leaver no longer has any direct value to the company, these actions speak honestly about how the company values people.<\/p>\n

So ask yourself, how does your company treat exiting employees and what does it say about the culture? What message are you sending to remaining staff? It is not for management to mandate a leaving procedure, but it is for management to create an environment where people matter.<\/p>\n","protected":false},"excerpt":{"rendered":"

Nothing impacts your working life like company culture and yet culture is very difficult to assess. This problem keeps me up at night and I\u2019ve written about it before in \u2018Why work at your company?\u2019 The trouble is that in many cases, the company itself does not really know that much about its own culture […]<\/p>\n<\/a>","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[17,29],"class_list":{"0":"post-824","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-management","7":"tag-culture","8":"tag-motivation","9":"h-entry","10":"hentry"},"_links":{"self":[{"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/posts\/824","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/comments?post=824"}],"version-history":[{"count":0,"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/posts\/824\/revisions"}],"wp:attachment":[{"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/media?parent=824"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/categories?post=824"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/fragile.org.uk\/index.php\/wp-json\/wp\/v2\/tags?post=824"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}