Team Dissolution Practices

Leavers are not traitors; offboard them with dignity. (Read on for the best practices) People may leave a company for several reasons: • Growth • Education • Better Opportunity • Health Concerns • Career Break for Mental Wellbeing • Personal Reasons • Family • Better Time Management While companies may have to let go people for several reasons too like: • Downsizing • Cost-cutting • Dividing a big salary on greater number of less-paid resources • Poor Performance • Behavioral Issues • Legal Matters • ‘It’s not you - it’s us’ 😂 I have witnessed and experienced wonderful offboarding with decent protocols, farewell notes, cards, messages on Slack, goodbye lunches and dinners, team messages, gifts, cakes, selfies, and hugs.. ..but I have also noticed dysfunctional offboarding protocols such as isolation, disrespect, badmouthing, character assassination, holding back documents and/or salary etc especially in the fast paced tech companies… Whatever the reason may be, and whichever end initiates the ‘letting go’, the #offboarding protocols in Pakistani #startups need to be revised for better team performance and retention in the 5th industrial revolution These are some of the #bestpractices I introduced in my consultancies, with the support of the CXOs: • Instead of removing from WhatsApp groups Ask them personally to leave on their own • Instead of deactivating accounts without informing Inform them and allow them to take important steps for fair content retention • Instead of plucking them out of their teams Inform teams of a dignified offboarding and give time for farewell • Instead of snatching away gadgets Request them to hand them over on their own • Instead of making an employee disappear immediately Have a decent exit interview, hear them out, and see them off nicely • Instead of letting people go without any further steps Inform them of their rights on the documents, pay, and use of information • Instead of just informing of a decision Provide guidance and support wherever needed and possible 🌸 • As an employee: Instead of leaving with anger and resentment Leave with a good handover plan, well-documented work notes, and a note of gratitude and respect for the employers, with hopes to meet or collaborate someday in the future Life is too short for having enmity and hatred from people who served you (or whom you served) with years of their life; and the world is too small to not be running into them again. Everyone has a right to dignity, and Karma has its own ways to pay/bite back. ⚡️ #offboarding #hrmatters #righttodignity #softskills #softskillswithnamranasyr #namranasyr

Most leaders obsess over hiring. Few think deeply about how people leave. Yet departures define leadership more than arrivals ever will. Because everyone is watching. The leaver. The team. The market. Because redundancy is not only a financial event. It’s a human event. Handled poorly, it breeds bitterness, fear, and long-term brand damage. Handled well, it creates dignity, trust, and even future allies. I call this the High-Dignity Departure. After 20 years leading teams and coaching CEOs, I’ve seen what makes the difference. It comes down to 7 practices that any leader, in any organisation, can apply: 1. Kindness in Clarity → Ambiguity hurts more than the news itself → Say the business reason first, then the individual impact 2. One Human Conversation → This is one of the most memorable conversations of their life → Show up yourself. Don’t delegate it away. 3. Support with Dignity, Not Pity Not every org can afford rich packages, but every org can offer agency 4. Craft Their Story, Together → Help them leave with a narrative they can share with pride → Career confidence is often the first casualty 5. Recognise Before You Release → Contributions unacknowledged = culture undermined → Recognition costs little, returns a lot 6. Departures as Bridges → Most leaders treat redundancy as an ending → Smart leaders treat it as the start of an alumni relationship 7. Follow Up After the Silence A 30-word check-in 6 months later can mean more than any package. Small act, massive impact. The result? Leavers feel respected and supported. Leaders build credibility, protect time, and create future allies. That’s the Dignity Dividend. Months later, the best feedback you’ll ever get is simple: “It was hard, but they treated me with respect. I’d work with them again.” Leaders: departures are not the end of leadership. They’re the ultimate test of it. Agree? Disagree? --------------------------------- ♻️ Repost this to help others, too. And follow Phil Hayes-St Clair for more. 📌 Want cheat sheets like this each week? Subscribe here: https://philhsc.com

How you treat employees when they leave defines your culture more than how you welcomed them in. Respectful exits aren’t just HR jargon—they’re the silent PR campaigns that impact your reputation long after someone leaves. Here are 5 no-nonsense suggested practices every organization needs to adopt for dignified departures: 1)Don’t Ghost or Humiliate. Avoid “silent terminations” or public embarrassments. Gossiping about someone’s exit or making them a cautionary tale sets a toxic precedent. If you can't respect their contribution, don't expect respect from your existing team. 2)Clarity Over Chaos. Be upfront about the reasons for separation. Ambiguity fuels resentment and mistrust. Whether it's downsizing or performance issues, honest communication (done empathetically) is key. 3)Exit Interviews: Not a Formality. They’re not a checkbox. Treat them as a chance to listen—really listen. It’s your last shot to learn, improve, and leave a door open for future collaboration. 4)Celebrate Contributions, Even on Their Way Out. No matter how things ended, recognize the value they brought during their time. A simple “thank you” costs nothing but leaves a lasting impression. 5)Keep the Bridge Intact. Never burn bridges, even if the departure wasn’t perfect. Ex-employees talk, and in a world of LinkedIn and Glassdoor, your employer brand can’t afford scorched earth policies. Doing it for face value—a fake farewell, a shallow thank-you, or a performative handshake—doesn’t fool anyone. It’s not about ceremony; it’s about sincerity and authenticity. Departures aren’t just about the person leaving—they’re a masterclass for those staying.Handle them poorly, and you’ll lose more than one employee. How does your organization handle exits? Time to self-reflect. I help organizations develop emotionally intelligent leaders to build strong and impactful workplace cultures. Visit my website through the link in my profile or reach out via DM or email me at contact@belongtoyourself.in.