To nie twoja wina, to ja…

W romantycznych filmach często jest taka scena, kiedy ktoś rzuca kogoś, ale ponieważ wszyscy są fajni i mili tekst pożegnalny brzmi mniej więcej: „to nie twoja wina, ale moja. Zasługujesz na kogoś lepszego.” Bla bla bla. Nie powiem z ręką na sercu, że nigdy sama tak nie mówiłam, ale przyznacie – tekst jest słaby. Bo rozstać się też trzeba umieć.

źródło: mememaker.net

HR’y o tym wiedzą, a nieHR’y mogę poinformować, że w „zarządzaniu zasobami ludzkimi” są takie kategorie dla osób odchodzących jak „własnowolny” i „niewłasnowolny” oraz „strata” i „bez straty”. Już widzę miny nieHR’ów i słyszę, jak szepczą „to nieludzkie”. Miłe to nie jest, to fakt, ale służy dobrze budowaniu zespołów i osiąganiu celów biznesowych (co samo w sobie też nie brzmi zbyt sympatycznie….).

W skrócie – pracowników odchodzących dzielimy na tych, którzy sami rezygnują z pracy i tych, których firma do zmiany zachęciła. Drugi podział to ci, którzy stanowią stratę dla firmy i takich, których odejście stratą nie jest. Zdradzę wam tylko, że te dwie klasyfikacje czasem się nie pokrywają. Nie każdy odchodzący jest stratą i nie każdy zachęcany do odejścia stratą nie jest. Ale o tym może kiedy indziej.

Dziś tylko o tym, jak w idealnym świecie rozstanie z pracownikiem – niezależenie od wartości jego pracy dla firmy – powinno wyglądać.

źródło: Iambored

Ludzie, którzy odchodzą z pracy, przeważnie starają się z całej siły powstrzymać promieniujące szczęście (choćby w momencie składania dokumentów). Zdarza się, że czują dysonans, bo z jednej strony zmiana to super sprawa, a z drugiej kto wie, czy to właściwa decyzja? I tak cieszą się i smucą jednocześnie. A firma? Firma albo wzdycha i mówi „cóż, takie życie” albo, co gorsza – obraża się. A czy nie byłoby użytecznym dowiedzieć się, dlaczego ktoś podjął taką decyzję? Tu słyszę westchnięcia i zrezygnowane odpowiedzi „ale przecież zawsze chodzi o to samo” albo „ale kto tam ci prawdę powie?”. Jak nie spróbujesz, to się nie dowiesz.

źródło: pinterest

Odchodzący pracownicy to świetne źródło informacji na temat tego, co w firmie można usprawnić. Również tego, co takiego super robi konkurencja, że warto dla nich narazić się na stres związany ze zmianą. I nie, nie wystarczy wysłać ankiety, bo komu w końcu zależy na informacji – tobie, czy odchodzącym?

Nie tylko jednak ci, którzy zmieniają pracę z własnej inicjatywy, zasługują na uwagę. Jeśli rozstajesz się z kimś, bo nie spełnił oczekiwań, spróbuj się dowiedzieć dlaczego. Czy to był błąd w rekrutacji? Może nie zadziałało coś innego? Bo przecież zatrudniasz ludzi, w których dostrzegasz potencjał. Co stanęło na przeszkodzie, żeby się rozwinął? Zdarza się też, że musimy się rozstać z cenionym pracownikiem, dla którego nagle zabrakło miejsca. Nowa koncepcja rozwoju biznesu czy koniunktury odbija się na strategii zatrudnienia. Czy ktoś z was pamięta przełom 2008/2009 i kryzys na naszym rynku pracy? Wielu pracodawców musiało (powiedzmy) zwolnić wtedy całe zespoły. Wielu pracodawców musiało te same zespoły zatrudniać pół roku później, kiedy okazało się, że kryzys nam nie taki straszny.

źródło: funnymama.com

O cenionych pracowników warto zadbać. Przygotować ich do zmiany, pomóc w szukaniu nowego zatrudnienia. Zatroszczyć się i utrzymywać kontakt. To oni będą wizytówką twojej firmy. I kto wie, czy nie spotkacie się szybko na jakimś branżowym wydarzeniu.

źródło: pinterest

Nieważne, z czyjej inicjatywy następuje rozstanie. Trzeba umieć je przeprowadzić tak, żeby żadna ze stron nie czuła się pokrzywdzona. Mówiąc wprost – to buduje markę firmy.

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