Why Former Staff Members Might Be Your Greatest Brand Asset

Contributors' opinions are their own.

One of the more recent revelations is that there is a portion of regret. One-fifth of professionals who left their jobs now want to come back to them, according to a USA Today Harris-Poll. If they are able to return with more experience, expanded capabilities and fresh perspectives, many of them will be called back. Wouldn't it be great if such alumni were given a chance to share their skills?

Many fail to appreciate that the value of the workforce doesn't have to end when people leave a business. You are most likely not investing enough in the alumni community. It's the only group of people associated with your organization that's guaranteed to grow forever, and by nurturing its members and maintaining worthwhile relationships even after employment has ended, you will be able to vastly improve employer branding.

Why is Employer Branding Important?

The "outside looking in" perspective of everything an organization stands for is what employer branding is all about. Candidates take the temperature of your employer brand by talking to their network before applying for jobs at yours. They know what to expect when applying for jobs.

Alumni will help sway that brand. They'll share their experiences on the social networking site. They will answer questions about the culture when nobody is looking. You will both win if you treat them like friends.

There are five signs that your employer brand is in trouble.

The Sweet Side of Leaving on a Good Note

The majority of us have gone through a business break up. We felt stressed, worried and angry. We look at the past through a negative lens.

Some of us have been encouraged to move on to a better career path. When we get opportunities, we have had bosses who are happy for us. They don't hold grudges, which leads us to have more affection or affinity toward an organization that respects people.

Diversity can be helped by maintaining an alumni community. Retention and attrition are important to organizations, but they don't always remember how long people are in the workforce. Allowing individuals to come and go ensures that more spaces open up that can be filled with different types of candidates.

You can learn how to truly leverage the network.

These steps will help you start future-proofing your business.

1. Value People, With No Strings Attached

Showing that people are valued is part of a winning formula. Team members should be acknowledged and appreciated. Helping them do their best work is what 42% of people said they wanted in their next job.

Help employees contribute to your brand's purpose by ensuring that it is led by a purpose. Employers are expected to act with a people-first mentality and uphold core beliefs. Make sure you show meaning, purpose and ethics. Talented people will say goodbye sometimes, but they will have good things to say afterwards.

2. Make Leaving a Good Thing

Changing jobs does not have to be negative. It can be a good thing. Most employees at McKinsey are expected to take flight. There is less worry about attrition because of the strong employer branding.

Reconsider that approach and avoid making resignations taboo. More employees will flock to your door because they realized the grass wasn't better elsewhere. Your employer brand sentiment may begin to rise on social media. Your alumni pay dividends if you appreciate everyone.

3. Create and Sustain an Alumni Community

Alumni communities think of themselves as part of an elite group Alumni showcase their experiences on social media. According to enterprise alumni, 98% of Fortune 500 companies have alumni programs. Small and mid-sized businesses haven't figured out the powerful nature of these communities.

Benefits to alumni could be extended through strategic initiatives. You can set up events that are fun and educational if you publish an alumni-only e-newsletter. It's important for your company to add value to people's lives after they're no longer employed.

Facebook can fix their reputation as an employer.

Laying the groundwork for a strong and unique alumni community attached to an employer brand and branding strategy can be one of the smartest ways to future proof an organization. You want to keep up with all the initiatives, including DEI. Supporting your alumni can help you accomplish more.