As a veteran Human Resources consultant and HR director, I can attest that my business is all about relationships. When I look back on the last few years of my company, I see that more than 90% of my clients come from referrals from former clients and colleagues.
HR work is sensitive and time-drives. HR leadership cannot contract with a person without have assurance from others whose opinion they trust that this person is reliable and competent.
That’s why I am very pleased when a client of mine leaves their current position to join a new organization. I see their transition as potentially increasing my client base with a new organization.
Here’s how I handle the situation:
1. Once I know of their plans to leave, I seek out their replacement to continue my work with the original company or firm.
2. I then offer to run a new leader transition workshop in the new organization.
3. I find transition workshops are critical to the success of the new leader yet they are often overlooked in the frenzy of starting a new job.
4. Finally, I make sure that I keep my contact database current with new addresses and phone numbers.
For me, my primary means of keeping in touch is a bi-monthly electronic newsletter. I focus my newsletter on current hot issues in the business world that affect HR professionals. I find that this is the best means of reaching HR leaders. Sign up to get a copy by sending me an email: firstname.lastname@example.org.