Author: Naomi Hattaway

Publisher: 8th & Home

Published: 2023-10

Total Pages: 0

ISBN-13:

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"When experiencing a workplace transition, everything changes: restructured days, shifted community, so many feelings. Leaving well is the art and practice of moving on from a role, job, project, or title with intention, purpose, and when possible: joy." -Naomi HattawayPeople leave. Resignations, terminations, and other necessary endings are common challenges facing every organization. All too often when people leave, a familiar cycle repeats: processes are not passed along properly and the remaining employees are impacted by new workloads, grief, and stress. Even when ample notices are given, they are often submitted without a plan for a seamless transition. How organizations handle and navigate transitions sets the stage for how new employees begin their experience with your organization. Your organization risks losing years of impact with each transition. Some of that loss is measurable. However, leaders today must also anticipate the unknown, against unrealized potential, hidden pitfalls, and nearly-invisible metrics such as "what could have been." Given that obligation, it becomes clear that traditional hiring strategies ignore the obvious: it takes years for someone to find their footing in a new organization. This fact understandably directs leaders to focus on improving onboarding. But what if we're asking the wrong questions here or starting at the wrong place? Supporting new employees in your organization begins with being intentional about how the last person left.What if your organization could embrace the inevitable process of transitions, without increasing attrition? What if traditional succession planning became a thing of the past?What if you never had to consider interim leadership again?This book is an exploration of possibility, and offers new ways of thinking about the health of your teams and the staying power of your work and impact.The culture of leaving well protects your reputation, preserves and promotes the mental health of employees, and helps maintain professional relationships with your stakeholders. Organizations who embed leaving well into their work culture also embed protection for organizational assets, and prioritize purposeful knowledge transfer. In other words: the way people leave is actually where change-making organizations should start problem-solving.

Download or read book Leaving Well for the Organization written by Naomi Hattaway and published by 8th & Home. This book was released on 2023-10 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: "When experiencing a workplace transition, everything changes: restructured days, shifted community, so many feelings. Leaving well is the art and practice of moving on from a role, job, project, or title with intention, purpose, and when possible: joy." -Naomi HattawayPeople leave. Resignations, terminations, and other necessary endings are common challenges facing every organization. All too often when people leave, a familiar cycle repeats: processes are not passed along properly and the remaining employees are impacted by new workloads, grief, and stress. Even when ample notices are given, they are often submitted without a plan for a seamless transition. How organizations handle and navigate transitions sets the stage for how new employees begin their experience with your organization. Your organization risks losing years of impact with each transition. Some of that loss is measurable. However, leaders today must also anticipate the unknown, against unrealized potential, hidden pitfalls, and nearly-invisible metrics such as "what could have been." Given that obligation, it becomes clear that traditional hiring strategies ignore the obvious: it takes years for someone to find their footing in a new organization. This fact understandably directs leaders to focus on improving onboarding. But what if we're asking the wrong questions here or starting at the wrong place? Supporting new employees in your organization begins with being intentional about how the last person left.What if your organization could embrace the inevitable process of transitions, without increasing attrition? What if traditional succession planning became a thing of the past?What if you never had to consider interim leadership again?This book is an exploration of possibility, and offers new ways of thinking about the health of your teams and the staying power of your work and impact.The culture of leaving well protects your reputation, preserves and promotes the mental health of employees, and helps maintain professional relationships with your stakeholders. Organizations who embed leaving well into their work culture also embed protection for organizational assets, and prioritize purposeful knowledge transfer. In other words: the way people leave is actually where change-making organizations should start problem-solving.