“An interesting effect of the changing business landscape has been a change in the attitude toward departed employees. In the past, many companies treated those who’d left (whether voluntarily or involuntarily) as pariahs, traitors, or losers. Today, they’re generally considered a pool of potentially desirable rehires. “
Of, course, this assumes that bridges were not napalmed on the way out the door!
One, as a departing employee, that’s never a professional way to act, and not how you want to be remembered. You never know when and where you’ll run into these people again. Two, as a manager if you mistreat someone who has resigned, they aren’t coming back. I’ve seen far too many managers take it personally when someone leaves for what is clearly a better opportunity, and ruin any chance of that good employee coming back when things change.
And things always change…
Don’t be that employee, or that manager. Just accept that career transitions happen all the time, and move on.
Yes, even if you hate you current job and would never go back to work at that place in a million years. If the workplace is that bad, you won’t be the only one leaving, and you may find yourself working with some of the same people you left behind there. Is that how you want them to remember you?
We’re all grown ups here. Or at least we are supposed to be.
Whether you purchase an LMS or make some other kind of training resource available to your employees, the fact of the matter is that it is expensive to ignore this issue. Your people likely have skill gaps that hinder their work. They want to fill in those gaps through education and grow with your organization, and if you don’t provide that someone else will.
Why do you still have this database sitting around?
Seriously, why? Either you’re telling the truth and you have a vulnerable system sitting out there that you’ve never even used, or you have been using it and you’re lying to save face now that data has been breached. Neither one makes you look particularly good, does it?
Sadly, most of the mentions I’ve seen of these issues place the blame squarely outside of the employer. It’s the government’s fault for being too generous with stimulus checks and unemployment benefits, it’s the lockdowns and working from home, it’s the lack of daycare options, etc.
What they all fail to mention, that this article at least starts to recognize, is that there are actually a lot of things employers could do.
Yes, the photos were taken in June, which is when we actually spent a weekend driving down to Charleston, SC. Yes, it’s taken that long to actually get them shared on Flickr. This just goes to show the difference between being a professional, and photography as a hobby. No one was waiting on me to…
I recently finished reading Malcolm Gladwell’s Outliers and it has been sparking a few thoughts that I want to turn into blog posts. The first one I’ve already written elsewhere, but this one is a perfect fit for this blog, because I’ve often talked about burnout as it relates to helpdesk work, and some of…
