#Post6: How to manage the OUTPUT of a company?

salida de empresa

We need to know how our employees feel on board. Their experience in our organisations speaks to who we are as companies. Our customers and society in general perceive us through them. But can the feelings of our professionals be measured? That is precisely what we have achieved thanks to the First Employee Experience Barometer in Spain (BEX) that we have launched together with enEvolution and IE Business School. This measurement, and its approach, has enabled us to connect with 51 companies and almost 8,000 employees willing to share the emotions they experience in their daily work.

In a series of 6 posts we are going to present the most significant results and we will do it according to the path of the employee in the company (Employee Journey) and from their perspective.

The Employee Journey that we have developed for this study consists of the following phases that we will go through with you throughout 6 posts:

FIND

ENTER

GROW

CONSOLIDATE

CHANGE 

and

EXIT

 1st Employee Experience Barometer (BEX): EXIT

We end this series of post on the conclusions of the 1st Employee Experience Barometer with the most relevant learnings of the EXIT phase which for the employee consists of communicating and negotiating his exit and saying goodbye to the company and colleagues.

We do not forget the exits of old companions

The crises experienced and overcome in the company unite and reinforce the pride of belonging. Click To Tweet

We have concluded that we live in the present … but we do not forget the exits of the partners. Layoffs are lived as a very negative experience, which leaves a bad memory that persists over time. However, improvement plans are not prioritized or proposals are offered as it is almost a taboo subject. The crises experienced and overcome in the company unite and reinforce the pride of belonging.

 

salida empresa

 

Take care of the process of untying employees

Although this phase is the one that has a minor Importance in the Employee Journey (EX), however, it is one of the most “painful” when the employee is asked to express how he feels about it. To improve the experience of your employees in this phase we invite you to take more care of the process of untying employees: what is said and makes the employee leave; and how to explain to those who stay. In crisis / restructuring situations: communicate well and give emotional support. ”No news” generates “fake news”. Every crisis is an opportunity to influence. Leave everything else and take care of the crisis. As soon as you do in this phase, the improvement will be important; and it will be remembered better.

We encourage you to read and review our previous posts, where we explain the lessons learned from the different phases detected in the Employee Journey

FIND

ENTER

GROW

CONSOLIDATE

CHANGE 

and

EXIT

 

Write to us at info@buljanandpartners.com if you want us to send you the 1st BEX Report or have any questions or needs. It will be a pleasure talking to you. 

 

This post is also available in: Spanish