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For some organisations, AORs often light the spark for new business opportunities as well.
Maintaining these connections also enhances branding and reputation demonstrating ongoing support for employees, even after they’ve moved on. Notably, companies like Starbucks leverage AORs to bolster their brand image in the community, fostering a sense of belonging and camaraderie among patrons.
While AORs have traditionally been prevalent in professional service firms, the trend is expanding as job mobility increases among workers. Consequently, more organisations are prioritising relationships with alumni as part of their strategic initiatives.
Programs aimed at supporting AORs offer a plethora of benefits to alumni as well, including newsletters, career resources, job boards, training opportunities, networking events and more.
Establishing successful AORs poses challenges. While there are established norms related to hiring, compensation, etc., there’s no standardised playbook for managing post-employment relationships.
To foster fruitful AORs, organisations must prioritise comprehensive outreach efforts, engaging a diverse array of alumni. Strategic targeting of alumni who can offer significant value to the company is essential. Additionally, encouraging current employees to maintain connections with alumni facilitates the exchange of knowledge and resources back into the organisation.
Moreover, successful programs hinge on input from former employees. Organisations must solicit feedback from alumni to ensure their needs are met, rather than merely replicating initiatives because other companies are doing so.
One common pitfall for employers is neglecting departing employees and then attempting to maintain contact post-departure. Therefore, positive exit experiences are crucial for fostering long-term relationships with alumni.
Although the concept of nurturing relationships with former employees may seem counterintuitive, savvy organisations recognise the importance of keeping the flame alive with today’s highly mobile workforce, even after they’ve moved on.