{ "media_type": "text", "post_content": "Hello! We are a smaller company of around 50 people and have recently stopped communicating every departure at a company-wide level and only focusing on the departments/people whose work will be affected by this change. However, this has upset a lot of the team and created feelings of instability around job security. Do you have any best practices to share for smaller companies around off-boarding comm plans? Thank you.", "post_id": "6001d14661a3d30022ee5820", "reply_count": 11, "vote_count": 1, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Hello! We are a smaller company of around 50 people and have recently stopped communicating every departure at a company-wide level and only focusing on the departments/people whose work will be affected by this change. However, this has upset a lot of the team and created feelings of instability around job security. Do you have any best practices to share for smaller companies around off-boarding comm plans? Thank you.

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Why did you stop communicating it? Was it too many?

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In my experience, it’s not creating a concern of job security but rather of job flight risk. A lot of “departures” in small companies come from higher-paid, more senior positions with people who choose to resign for better opportunities. Oftentimes, I’ve noticed that these resignations are focused in the same couple of departments. Perhaps it’s easier for executive leadership to just not announce these resignations, than to face the hard truth that there is something that is driving talent away from certain teams and to do something about it. In my past company, we announced every new hire but when it’s a constantly rotating door of new hires and exits (as it often is in small companies), employees just don’t pay much attention to those announcements anymore.

We have 400 employees and we choose to only communicate to the people that need to know. Example IT, security and communications for the directory. We set up workflows through our HRIS so it’s automated.

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I agree with this approach, not everyone needs to know about the departure so limiting to the people who need to know helps.

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I’m curious like☝️, was it too many? We’re the same size and we communicate this news at our weekly all hands. The group head announces the departure and if voluntary they typically say HH is X and we’re backfilling. If it’s non voluntary we say it wasn’t the best fit and provide reassurance.

I would publish a short monthly comings and goings that lists everyone who joined in the last month and everyone who left - just name, title, department. No commentary other than “welcome to all the new hires!” and “good luck to those who’ve moved on!”

I was always taught that small firms should think/build structures like big firms. Have policies and practices that operate as if/when you are 5x the size you are now. Department/need to know info only especially for staff/non exec departures

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