The company should take the leaving employees as human beings with their emotions and their worries and frustrations. The organization should not keep silent and leave those employees without any attention.
The HRM Function should develop some kind of the help program for the employees who have to leave the organization in the recession. Generally, the organization should select the employees who have the performance issues or they are not fully compliant with the corporate culture. In practice, the managers select the employees, who can be missed and their agendas can wait for better times.
The HRM Function should communicate with the leaving employees as they need help and support from the organization. When the organization is well managed, the percentage of the low performers is limited and the leaving employees are with the same performance as the rest of employees.
The leaving employees need to raise their self-confidence again. They will enter the job market and they have to fight for their new job and they have to understand their strengths and weaknesses. The HRM Function should provide some kind of the honest feedback to these employees and to provide them with the helpful tips for their future career.
Many times, when the employees have to change their job, they are far more successful in the new job as they go through some kind of the self-reflection and they can choose a better job utilizing fully their strengths. The HRM Function can help with some kind of the self-reflection and the HRM Function should communicate with the rest of employees to stay human.
