When one door closes, does another really open?

The emergency exit. Are we going to run away?Employees leaving work.

When one door closes, another one opens.People leaving a company is part of life in any organization.

But it's still a subject that we're not always comfortable with.

Sometimes it's hard to deal with, because sometimes it's related to complicated and complex situations in companies.

But I think that in any case, a departure is an opportunity for a company to always ask questions.

What are the reasons for the employee's departure?

Is this related to organizational issues within the company?

Is this related to promises that were not kept?Even though I urge you never to make promises, but in any case commitments that have not been fulfilled.

Were they looking for something different?Or maybe it's about growth the company cannot offer to their employees and that's part of the normal lifecycle in any organization.

So I think that, in any case, it is essential to ask yourself these questions.

As a former HR director, I have had to deal with people leaving the company in many different ways.

I had to deal with people leaving when I was HR manager,some people chose to leave and others not so much.

That's right. Sometimes a company has to part ways with employees.

In these cases, the question is always whether the situation has been managed in a respectful, honest, and transparent manner?

Did we do things with the respect that the individual deserves?

Sometimes we have to part ways.There are sometimes situations in companies where incompatibility arises,dissatisfaction, and incompetence that may exist.

Have we already done everything necessary to prevent getting to this point?

And then how do we support people?When I was at l'Etincelle HR, we experienced this situation.

A few years ago, we had a partner leave, which led to the departure of other employees.

It was inevitably a complicated situation.It's difficult to deal with personally because it's a time where it's filled of you asking yourself questions.

What did we miss? What didn't we see coming? What could we have done differently?

What did we understand? What didn't we understand?

Sometimes there are departures you don't understand.

There are some departures you understand.There are some departures that are beyond your control.

But in any case, what I got out of it was it's really this ability to tell yourself how to make the most of every departure.

To take a break from the questions.Is our management model aligned with who we are and what we stand for?

Is it aligned with what was discussed during the recruitment process?

Have people discovered different things within the company?

Other than what they had been told?Are there any processes or things that could have been improved?

Let's take the example of l'étincelle RH.When it happened to us, we talked things over.

We reviewed our management principles and rules with our employees.

How the organization operates, everyone's duties and rights,the framework that aligns our values.

We have demonstrated greater transparency, particularly with regard to our policy.

Compensation has been made more transparent for everyone.

And then I also realized that, in fact, there are elements that are essential to the company's DNA and that sometimes,when employees leave, there is a tendency to want to change things.

In fact, a company cannot please everyone.What is essential and important is to be aligned with who we are.

What is the company, what does it do?What is its mission?

How someone thinks they should do their job and the rules of how things work in an organization,can really impact things. And sometimes, what pushes someone to leave is not being honest about expectations.

That is to say, there are things that we said poorly or did not say enough,or are not transparent enough.

But the challenge you face is making sure your staying true to your core values.

And sometimes, when we have people leaving or being hired, we tend to want to please everyone because we say to ourselves, no, we can't ignore what people are saying we need to factor in feedback from all employees, what they feel, and what they experience in the company.

But in fact, by doing that, we move further away from who we are.

And within an organization, there are companies that are well-suited to who I am.

There are companies in which I, Etienne,I wouldn't be able to work at.

Not because these companies aren't doing the right things,because they don't fit who I am, my lifestyle,how I work or what I want.

And in fact, what is important, I think, when it comes to people leaving is being clear about how you operate, who you are,and being honest about it.

So when one door closes, another one opens.Yes, leaving is an opportunity to question yourself,This is an opportunity to ask questions.

This is an opportunity to look at what we could have done differently.

This is an opportunity to acknowledge where we went wrong.

We have sometimes made mistakes, we have sometimes been clumsy,we sometimes missed certain topics.

But above all, it is also an opportunity to ask ourselves who we are,how do we want to operate, what is important in our values, in our DNA?

What is non-negotiable?This means that there are things that can change within an organization.

And then there is the foundation of who we are and how we operate.

What is the framework governing how we work together?

And so here, it is essential not to stray from this because,if you try to please everyone, you won't please anyone.

You will no longer be who you are.And in any case, you risk triggering a cascade of other departures because ultimately, no one will recognize themselves anymore in the organization and in the company.

Because the company will have strayed from who it is, what it stands for,and its purpose and mission.