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What should HR do after a resignation?

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Learn how voluntary rotation can be a source of continuous improvement for managers and businesses.

Losing a valuable employee can hurt an organization yet provides an important learning opportunity. Leaders must be able to detect the root cause of such losses to prevent them in the future.

1. Investigate how/why the employee resigned

  • People resign in different ways: it can be in a grateful and coordinated way, or it can be abruptly and sending a specific message to the organization.
  • Closely examining resignation styles can help organizations to clearly identify blind spots and problem areas.

2. Listen to what the closest co-workers of the employee that left have to say

  • Although people will not always disclose the true reasons behind their resignation to their closest colleagues, in some cases, the closest coworkers do have a hint.
  • HR must guarantee discretion and that this information will only be used to improve the organization.
  • If HR has good working relationships with its employees, the team conversations or meetings are more likely to be constructive.

3. Examine what the employee does after leaving

  • It is important for HR to know what former employees do after leaving the organization in order to take actions to increase retention levels.
  • It is always fruitful to periodically analyze the culture, development programs, and the compensations and benefits scheme of an organization to determine the reasons behind talent loss.