26 November 2021

Three ways your organisation can benefit from an employee leaving


Barry Chignell

Barry Chignell

Barry Chignell worked in Ciphr's marketing team from 2012-2020.


Recruitment and retention Talent management


The experience an employee has while leaving a brand can have profound effects on recruitment, sales and virtually all elements of the business. Turnover has many negatives but should also be viewed as an opportunity for a company to benefit too.
Here are three ways in which an employee leaving can be beneficial for a business.

1. Brand advocacy

employee advocacyJust because an employee is leaving doesn’t necessarily mean that they’ll suddenly dislike your brand. Efforts should be made to stay in touch with ex-employees and engage with them.

According to Social Media Today content shared by employees receives 800% more engagement than content shared through brand channels.

As long as an employee exits the business in an amicable way then there’s no reason why they would not continue to share your company news, advocate the brand and even refer potential applicants.
Ensuring that the exit process is a pleasant one, showing respect and gratitude that the outbound employee has invested in the company is vital.

“the aggregate social reach of your employees is 1000% bigger than your brand on its own”

– Socxo

The last impression a person has of an employer is the one they’ll remember. If an employee has had a great time working for a company and is then shown little or no respect when they leave then they’ll happily share this negative experience online, or directly to friends and family.
Just as a positive employer and talent brand will attract great people to your business, a negative one will drive them away.

2. Learn from honest feedback

Exit interviewWhen someone is leaving they’re more likely to provide feedback and advice about how a business can improve. A structured offboarding process with which a brand can learn from an employee about how they can improve will enable them to put changes in place to optimise the employee experience.

Whether it’s internal processes, employer branding, training or the general office environment and culture, asking the opinion of an outbound employee will provide an honest insight into how you can improve the business for everyone.

If you’re planning to replace that employee, then their feedback is very useful when it comes to advertising the role and selecting a candidate. For instance, is there experience or qualifications that were highlighted as being necessary during the offboarding process which could be added as requirements during the recruitment process?

3. Enhance your talent pool

talent poolExiting employees may not be gone forever. If a new position opens up then they may well return.
Enhancing your talent pool with individuals who have worked for your brand before is a valuable resource of talent that could save your business time and money.

Ex-employees already understand your company culture and industry, they’ll probably require less time to get up to speed during onboarding, and they offer a unique blend of outside perspective and insider knowledge of how things get done within your organisation.
As well as the experience and talent that ex-employees can offer, the cost to hire is generally a lot lower than it would be through a recruitment agency or advertising the vacancy.

“Companies can expand their talent pool by 1000% by recruiting through their employees’ networks.”


Rehiring a former employee can be a big boost to office morale, especially if the employee was popular and respected by their colleagues prior to his or her departure.