What can companies do to engage the exit employees?

In today's dynamic job market, the concept of a life long career with a single company has become increasingly rare. People are changing jobs more frequently than ever before, driven by various factors like career advancement, personal growth, and changing economic landscapes. This trend poses both challenges and opportunities for companies. In this article, we will explore how often people change jobs and what companies can do to engage and maintain a relationship with their exit employees.

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Job-Hopping Statistics

Before diving into strategies for engaging exit employees, let's take a look at some job-hopping statistics:

1. Frequency of Job Changes: According to the U.S. Bureau of Labor Statistics, the average worker holds approximately 12-15 jobs over the course of their career. Younger generations tend to change jobs even more frequently, with millennials and Gen Z workers often changing roles every 2-3 years.

2. Reasons for Job Changes: Common reasons for changing jobs include seeking better career opportunities (43%), higher salaries (22%),dissatisfaction with company culture (13%), and career growth (12%). These reasons highlight the importance of offering employees opportunities for advancement and competitive compensation.

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Engaging Exit Employees

Engaging exit employees is not only essential for maintaining positive relationships but also for potential benefits like referrals, rehires, and brand advocacy. Here's what companies can do to effectively engage exit employees:

1. Exit Interviews: Conduct comprehensive exit interviews to understand the reasons behind an employee's departure. Use this feedback to identify areas for improvement within the organization, whether related to management, culture, or compensation.

2. Alumni Networks: Establish and maintain a corporate alumni network. Encourage exit employees to join, which can help them stay connected with the company and their former colleagues. Share relevant updates, job postings, and industry insights through the network.

3. Stay in Touch: Regularly reach out to exit employees through personalized emails, newsletters, or occasional phone calls. Share company news, achievements, and events to keep them informed and engaged.

4. Offer Rehiring Opportunities: Keep exit employees on your radar for potential rehiring. They already have experience with your company and may bring valuable insights to their new roles. Make them aware of job openings that align with their skills and interests.

5. Provide Career Development Support: Offer resources and guidance for career development, including access to training, certifications, or mentorship programs. This demonstrates your commitment to their professional growth even after they've left the company.

6. Recognize Achievements: Celebrate the accomplishments of exit employees, such as work anniversaries, promotions, or personal milestones. Acknowledge their contributions to the company's success.

7. Ask for Referrals: Encourage exit employees to refer potential candidates for job openings. Referral programs can benefit both the company and the referrer, creating a win-win situation.

8. Promote Brand Advocacy: Request exit employees to share their positive experiences with the company on platforms like Glassdoor, LinkedIn, or through testimonials. Positive reviews and advocacy can enhance your employer brand.

9. Feedback Loop: Establish a feedback loop with exit employees to gauge their experiences post-departure. This can help you identify areas where the company can improve.

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Conclusion

In a world where job changes are a frequent occurrence, companies must adapt their strategies to engage and maintain relationships with exit employees. By implementing these practices, organizations can turn departing employees into brand advocates, sources of valuable referrals, and potentially even future rehires. Engaging exit employees not only benefits the individuals themselves but also contributes to a positive company culture and a stronger talent pool for the future.

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