When Tools Limit Thinking

Are You Asking “Why” or “Who”?

Separation is one of the most significant parts of the employee life cycle and equally important for organisations. We often focus on hiring or sourcing the best candidates, but when it comes to their separation, suddenly the company’s interest fades away.

As HR professionals, we all face such incidents frequently. Recently, I experienced the same with a senior-level profile.

What Do We Ask First?

When an employee expresses a wish to separate, most people first ask: “Who?” instead of “Why?”. This reflects our mindset toward separation and shows how we value employees within our organisation. This small behaviour significantly impacts organisational culture.

What management or reporting authority thinks during such moments plays a major role in shaping company culture. I believe “Who” should be the last question to ask when an employee leaves. The first should always be: “Why?”. This question gives insights and offers the organisation an opportunity to identify areas of improvement.

Learning from Exiting Employees

Every organisation has areas that require improvement or change. We invest heavily in building an employer brand, but our former employees are the real brand creators. Hence, it is important to treat employees with the same dignity at the time of leaving as we do when they join.

People often forget what they received from a company but never forget how they felt. Ensuring that employees feel respected and valued even during separation is essential. Their insights can drive organisational and process improvements.

Remember: Not every employee leaves because of salary. There are deeper reasons, and asking “Why” gives us the chance to make things better.