When the company and the manager part ways – how to say goodbye?
How to deal with and say goodbye when an organisation and its leader decide to part ways? The Managing Partner of the executive search firm Master Class Lietuva shares a few key points.
One of the hallmarks of a socially responsible and respected employer is attentiveness not only to existing employees, but also to those who leave. It becomes particularly important when an organisation and its leader decide to take different paths. A smooth separation is of course important not only for the shareholders of the company and the departing manager, but also for all the remaining employees, the partners and the reputation of the organisation in general.
What should be kept in mind in such situations?
Openness is the best position
The worst thing a company can do when its CEO is on the way out is to try to hide and leave the rest of the company’s employees, customers and partners, and the business community in the dark. This fosters a sense of uncertainty and unpredictability, and leaves plenty of room for rumours and misinterpretations. It is therefore best to be as open as possible about the departure of a manager within the company and to the wider public.
Planned changes – smoother
Of course, the departure of a manager cannot always be predicted, but if you can plan at least to some extent in advance, these processes go much more smoothly. It is increasingly common for managers to be recruited in companies to achieve a specific objective within a given timeframe. In such cases, the manager himself is aware of this, making it much easier for both him and the company’s shareholders to start preparing for the new phase ahead. Even if the manager’s exact timeframe is not predetermined, it is important that decisions are taken with time for both sides to prepare for the change.
The aim is to stand out in a nice way
Whether a manager leaves voluntarily or is dismissed, as with any other employee, the employer should try to ensure that there are no hard feelings or negative emotions after the parting. This is crucial for the employer’s reputation and its ability to attract top talent in the future.
Employees must feel confident
Any major change, such as the departure of a manager, can make some employees question their own fate in the workplace. In addition, some professionals are often very attached to their manager and may decide to follow him. Therefore, when preparing for change, the company needs to allow for this possibility, while ensuring proper internal communication and making efforts to ensure that the remaining employees can continue to succeed in the company.
Finding the right shift on time is important
Often, the search for a new CEO is protracted when a company’s CEO leaves unexpectedly, and the leadership of the interim CEO becomes a kind of “perpetual” state. Of course, hiring the first person who comes along to lead the company would not be wise, but being stuck in a CEO search is not a good thing either. Every company needs a leader who can take it forward, so the longer one goes without one, the more opportunities the company loses.
