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Anthony Sork, Managing Director Sork HC- presentation from #ATC2014. In this session Anthony discussed how Detachment is the phase of emotional separation that occurs prior to the decision by an employee to leave an organisation. The critical window of opportunity for organisations to better understand what has caused detachment is at the time of exit. Traditionally, however, exit processes are well intentioned but poorly executed and often focus on the wrong outcomes. Anthony explored Detachment and the exit process in a way that helped delegated evaluate the strength of their current exit process offering. He also explored the 3 key outcomes a best practice exit process should incorporate to ensure value is created for the employee, the manager and the organisation at this time of transitioning.
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I quit!
Understanding Employee Detachment Is your exit process up to scratch or are you wasting everyone's time?
Presented by Anthony Sork
Copyright Sork HC 2014 | www.SorkHC.com.au
detachmentThe strength of bond between a person and a social entity changes over time from the initial attachment period and through varying periods of engagement. The point at which the emotional “Push” forces outweigh the emotional “Pull” forces, or the significance of any one Push force will cause a person to enter the phase of emotional detachment.
Copyright Sork HC 2014 | www.SorkHC.com.au
causes● No “one size fits all” - what, how, who, why
● Hertzberg 2 Factor Hygiene theory (Push & Pull forces)
● Manager behavioural impact on operating climate is still the most
significant contributor
Copyright Sork HC 2014 | www.SorkHC.com.au
Sork HC Detachment Framework
Personal Impact
Position
Resources, Systems & Equipment
Security & Safety Reward & Recognition
Self Actualising
Capability
Achievement Growth &
Development Sustainability &
Balance
Influence & Culture
Colleagues Manager
Senior Management Organisation
Copyright Sork HC 2014 | www.SorkHC.com.au
stats & figuresBetween 1.6 – 2.3 million externally
transitioning each year
(excludes internal
transitions)
11.5 million people employed
in Australia
(ABS Labour Force Australia, Aug 2012)
Average Employee
Turnover Rate 14-20%
(Studies published by
AIM / AHRI 2005 - 2012)
Copyright Sork HC 2014 | www.SorkHC.com.au
costs
Resignation
Emotional impact on team
Administrative impact on Manager
Detachment
Effort & contribution
DepartureEnd of
contribution
Capacity impact on team
Loss of relationship
capital
Copyright Sork HC 2014 | www.SorkHC.com.au
Are they leaving for: 1. the right reasons? 2. avoidable reasons?
Copyright Sork HC 2014 | www.SorkHC.com.au
why conduct an
exit process?
● Does an exiting employee have anything of value to offer?
● Do we have anything of value to offer the exiting employee?
● What impact does the employee have after they have left? Can we influence this?
Copyright Sork HC 2014 | www.SorkHC.com.au
key benefits● Understand the push & pull forces and consider the impact on the
remaining workforce
● Demonstrate appreciation for their contribution, respect and understanding for their decision
● Encourage the employee to remain connected to the organisation, promote its employer brand and potentially return with increased skill and capability
Copyright Sork HC 2014 | www.SorkHC.com.au
Exit Interviews
Good intent / poor execution
• Poor design
• Poor accessibility or availability
• Inconsistent delivery
• Wrong people involved
• Focus on employer rather than employee perceptions
• Treated as an administrative process
• Fail to value the employee
• Information gathered poorly used or dismissed
Copyright Sork HC 2014 | www.SorkHC.com.au
best practiceResignation acceptance / confirmation of exit process Step 1: Exit Survey completed by Employee & Manager
Step 2: Exit Interview completed by Employee – alumni network
Step 3: Exit Data Debrief with Manager
Step 4: Manager reflection & consideration of impact on “rest of team”
Step 5: Trend Data reviews by HR which impacts: − workforce engagement & retention initiatives − manager development
Copyright Sork HC 2014 | www.SorkHC.com.au
Employee Detachment Inventory (EDI)
● Ease of distribution / Accessible to all
● Standard framework for consistency
● Measures both Push and Pull forces
● Results can be trended
● Managers included in the measurement process
● Ensures an efficient, targeted and meaningful Exit Interview
Copyright Sork HC 2014 | www.SorkHC.com.au
Employee Detachment Inventory (EDI)
Copyright Sork HC 2014 | www.SorkHC.com.au
for more info To fully appreciate Employee Detachment, we recommend you start we an understanding of Employee Attachment. www.EmployeeAttachment.com Twitter: @AnthonySork LinkedIn Group: Employee Attachment If you would like to understand more about the EDI and trial it on an exiting employee please contact [email protected]
Copyright Sork HC 2014 | www.SorkHC.com.au
