{"id":22180,"date":"2022-09-30T17:26:23","date_gmt":"2022-09-30T16:26:23","guid":{"rendered":"https:\/\/sparkvisionnow.com\/?p=22180"},"modified":"2022-09-30T17:26:23","modified_gmt":"2022-09-30T16:26:23","slug":"how-to-get-legitimate-feedback-when-someone-leaves-the-company","status":"publish","type":"post","link":"https:\/\/sunneez.com\/sparkvision\/how-to-get-legitimate-feedback-when-someone-leaves-the-company\/","title":{"rendered":"How to Get Feedback When Someone Leaves the Company"},"content":{"rendered":"

Help shift your company culture by listening and taking action.<\/strong><\/h1>\n

The way your company hires and fires people is a true reflection of your culture<\/a>. There are places that have no issue letting people go at the drop of a hat to cut costs, and there are places that do everything they can to coach and support people before they gracefully direct them to another organization that may be a better fit for their skills. Those are the two ends of the spectrum, and there\u2019s a ton in between when someone leaves the company.<\/span><\/p>\n

Whenever possible, you want to ensure that the way you terminate a person reflects your values.\u00a0<\/span><\/p>\n

And that you take the time to get legitimate feedback through their unique lens before that person leaves the company.<\/span><\/h4>\n

I was once in an exit interview where the HR manager kept asking me if I would take her. Every time she asked a question off her list, she started to vent about her own issues with the organization. It was nuts! And at the same time, it was a straight-up reflection of the culture. Which was infested with gossip, and that\u2019s exactly what I had experienced. Precisely for that reason. I didn\u2019t give the full feedback that I had inside me because it felt unsafe to do so. Instead, I asked the head of HR to lunch with me weeks afterward, and she graciously accepted. I ultimately learned that my feedback made no difference after I shared it. But it was what I needed to do to feel whole in my transition.<\/span><\/p>\n

Can you imagine how quickly and precisely you could shift your culture if, when people left, they spoke the truth about what happened\u2014and then the organization did something with it? <\/span><\/h3>\n

I wish that were the norm, but shockingly, it\u2019s far from it. Especially if you\u2019re losing a culture keeper<\/a>. This is a key moment to get insight into how you can create a culture that\u2019s in better alignment with your values.<\/span><\/p>\n

There are obviously times when you need to get someone out of their role and out of the company with urgency. In those cases, it\u2019s more important to protect the well-being of your current employees than to do your best to ensure that you support their transition plans. I\u2019ve worked with companies where people were downright emotionally, mentally, and verbally abusive to their team members, and they needed to be ushered out of the office by security. That was the best option. But, hopefully, you\u2019re doing your greatest to create a culture where it never gets to that extreme. Where people are picking up on the signs that something is off and it\u2019s discussed and mediated before an explosion of mass scale occurs.<\/span><\/p>\n

This is yet another opportunity to exercise empathy with boundaries<\/a>. <\/span><\/h3>\n

This concept is one that rocked my world when I learned it from Bren\u00e9 Brown<\/a> because I was sure that boundaries were separate from empathy. When we let people do things that are not OK with us. They are crossing our boundaries whether they (or we) realize it or not. We cannot feel with someone (empathy) if they are breaking our boundaries. If and when you get to where someone needs to move on from your company, boundaries must be in place first<\/a>. What\u2019s OK and what\u2019s not OK? Make those expectations clear. From there you can lead with empathy for their circumstances and take grounded, conscious action. <\/span><\/p>\n

Try these concepts out to get your process even more solidified as a reflection of your values.<\/span><\/h4>\n