Helping employees find a new job enhances employer branding

According to top tech firms, Netflix and LinkedIn, if an employee is leaving the company it is better for the image of the organisation and actually helps to build employee branding.

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If one of the best performers in a company is looking out for a better job opportunity in the industry and the management is aware of this, what should the company do? The obvious answer is that the company should try and retain that employee. However, top tech firms, such as Netflix and LinkedIn, disagree.

At Netflix, the American media services provider and LinkedIn, the professional networking company and employment services provider, if an employee decides to leave the company it is considered good for the image of the organisation. These companies feel that such employees help to build employer branding. Netflix and LinkedIn even claim that they will gladly help their employees to find better jobs in the industry.

According to Netflix’s official site, “Knowing that other companies will quickly hire you if you left Netflix is comforting. We see occasional outside interviewing as healthy, and encourage employees to talk with their managers about what they learn in the process.” There is always a possibility that an employee may return to the organisation in the future.

A study conducted by the Strategic Management Journal also states that departure of employees for high- value competitors benefits the enhancement of the image of the company. According to the study, when the best of your talents leaves for a better opportunity to other companies, its former company is perceived as prestigious. But the question is, how and why?

According to Balachandar N, group director, human resources, Cafe Coffee Day, “There are times when an employee is unable to find any success in the current organisation internally, so helping that person to get a new job is a move well appreciated. Internally also, it builds a positive image of the company and the news spreads that this company is progressive.” Balachandar also adds, “Microsoft, Google, Unilever and Asian paints are leadership engines and are known for grooming great leaders and talents across all levels of organisations. If a person goes out and makes a good career for himself, then he becomes an ambassador for you and will spread a good image of your company. “

VDV Singh, vice president, HR, JK cement limited also supported this approach. “When there is an exit, it should end on a positive note. When an organisation is not able to position its employee based on its competency, and helps him to find a new job, then the concerned employee will carry a good image of the parent organisation, “ says Singh.

Balachandar N.

“Microsoft, Google, Unilever and Asian paints are leadership engines and are known for grooming great leaders and talents across all levels of organisations. If a person goes out and makes a good career for himself, then he becomes an ambassador for you and will spread a good image of your company. “

There are several limitations in letting the best of your performers leave the company. The very first thing is that a company invests a lot in nurturing their talent and when they leave, they take with them the acquired skills. However, sometimes they may also end up taking away some of the company’s clients with them.

“The client is not associated with a particular employee but with the organisation. Clients do not work for a person, they work for organisations, “ Singh opines.

Balachandar also adds, “We can have an NDA ( No Disclosure Agreement) to take care of that. Otherwise I do not believe clients move with the employees.”

When the best talent moves to another company will not that affect the productivity of that company and give an edge to its rivals? According to Balachandar, to tackle this in a strategic way companies build a culture that is unique and different from potential rivals. That way, if an employee intends to move to another company it will be difficult for the individual to adjust in the rival organisation’s culture. For instance, a person used to the unique culture at Amazon may not go to Flipkart because the latter has a totally different culture.

VDV Singh

“The client is not associated with a particular employee but with the organisation. Clients do not work for a person, they work for organisations. “

Commenting on this Singh also says, “Yes, losing a talent will be a loss but it will only be a temporary loss. Companies will have successors as replacements. So, it will not affect in the longer run.”

Amit Vaish, director & head HR, Barclays technology has a different take on this —“Why would I want to lose my best talent? Instead, I will proactively offer them the career and learning opportunities that are driving them to seek external options. In our industry, if I start losing talent to others it will impact the business directly even in the short term.”

According to Vaish, it is not a good idea to help employees find good opportunities if they decide to leave because in that process the employers may end up losing some of their top talent to competition, regardless of the fact that each company builds a different culture.

Amit Vaish

“Why would I want to lose my best talent? Instead, I will proactively offer them the career and learning opportunities that are driving them to seek external options. In our industry, if I start losing talent to others it will impact the business directly even in the short term.”

Shefali Suri, CHRO, LIC Nomura Mutual Funds also adds,“I do not think there is a link between company image and employees leaving the company. If you have a good retention rate it means employees are happy and that will help you attract good talent. “

Shefali Suri

“I do not think there is a link between company image and employees leaving the company. If you have a good retention rate it means employees are happy and that will help you attract good talent. “

Every expert has a different stand on the issue. It is up to the HR departments to see what best suits the organisation. There are various other ways to ensure employer branding, without losing talent!

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