(2 minute read)
In addition to the ongoing challenge of attracting and retaining talent in a competitive recruitment market, employers are also faced with engaging with prospective employees who are looking at their career through a modified lens.
Changing career path or aspirations seems to be more common now than 5-8 years ago. Rather than locking themselves in for a 5 to 10-year stint at the one company, employees are treating each role more transitionally than previously. As a result, managers and leaders can be faced with the prospect of losing good talent to an alternative opportunity or vocation.
While this loss may cause some ‘professional grief’, it’s important to realise that your team or company played an integral role in their development. The way in which you help them exit can also play a pivotal role in their future success and the perception they take of you and the company.
As Executive Coach at LinkedIn, Tim Grogan shared some excellent advice about offboarding talent in a supportive manner.
“Helping talent exit with the knowledge and support for their next play is just as important as to how you onboard them when they join.
Enabling talent to succeed gives them comfort that whatever happens, they will always have a home at LinkedIn.
It’s more than work, it’s a culture.”
Tim’s advice is a great reminder that an ‘offboarding’ strategy within your company can prove a wise and strategic step for enhancing your business brand and maintaining a broad professional network.
