Almost 12 years ago, I wrote my first blog post for FOT. It was about Joe Elliott of Def Leppard and when he mistakenly placed the Stanley Cup upside down during an NHL event.
I wrote: Why the blunder? Because no one coached him. No one took the time to pull him aside and whisper, “Hey Joe, this is the U.S. and at least an eighth of the country really digs hockey, so don’t screw this up.”
Later, Joe is quoted as saying: “I will, as always, take full responsibility for what happened because I have big pucks. However, someone at the NHL should have known better and informed me first instead of keeping the Stanley Cup under lock and key until the last minute.”
The post was about the importance of onboarding and assimilating talent into an organization to ensure they are set up for success.
12 years later…I hope we are better at this.
So, why the walk down memory lane?
Well, given my first post was about onboarding, offboarding deserves some time. I’m tiptoeing out of the HR space and therefore, this will be my last FOT post. <gasps, tears, cheers…I hear ya>
When it’s time to leave: an awesome, multi-contributor blog; a relationship; a job; a bad habit; an 80’s rock obsession – it’s tough. It is incredibly difficult to leave something you’ve given so much of your attention to over several years. While you know in your heart it’s time to move on, the actual act of verbalizing that decision, well, often it sucks.
And regardless of who is breaking up with whom, the process of offboarding requires mutual respect.
I wrote recently about RIFs, so you know my views on that situation. When it’s the employee saying goodbye on their terms, the same logic applies. The people who remain are watching, listening and learning, so while you may be hurt, pissed or happy, communication and a proper transition are vital. The organizations who do this well will retain others and ensure everyone is positioned appropriately for the go-forward.
I have loved my time at FOT because of the people I now know. I have lifelong friends…or at the very least, drinking buddies in most major cities. Those of you who have commented and reached out to connect – I’m grateful for you. You took the time to agree/disagree or simply give me a thumbs up because you love ’70s and ’80s rock references as much as I do. Please continue to connect with me here.
Lastly, how amazing has it been to write alongside Kris Dunn?!? He is a grounded mentor, a gracious leader, and an all-around great human. I’ll never be as quick-witted as he is with words, but I do believe I can take him on a basketball court in a serious game of HORSE.
While hockey lovers may have ripped down their Def Leppard posters, I still have my concert shirt. And no fa-fa-fa foolin’ – I will miss this band of outstanding writers and readers!
hrQ is a national HR search, Interim HR Staffing, and Human Capital Consulting firm. Your people equation. Simplified.
Kathy Rapp is the President of hrQ where she helps companies find groovy HR Talent for permanent or interim roles and has amassed a rockstar human capital consulting team doing work across the country. Prior to joining hrQ Kathy booked more than 15 years of diverse HR leadership experience working in F500s and start-up organizations. A connoisseur of the intersection between pop culture and business, Kathy believes many talent insights can be gleamed from the succession planning lessons experienced by Van Halen and AC/DC.