The Power of Goodbyes at Work

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When we think about defining work moments, we recall promotions and major milestones. But endings are just as important. They offer closure and acknowledge shared purpose–and each other.

Across workplaces, farewells are fading—and nowhere is this more evident than in the federal government. Mass layoffs and forced resignations are exposing just how little attention we give to goodbyes. Long-serving public servants leave without a gathering, shared reflection, or even an email marking their departure.

The message is clear: Farewells aren’t essential. But decades of research suggest we may soon realize just how much they do matter—not just to those who leave, but to those who remain.

The Declining Farewell: A Growing Workplace Trend

A meaningful farewell offers closure, gratitude, and recognition. It acknowledges the time and care someone gave, even when departures are difficult, like during layoffs or restructuring.

Yet, in the name of efficiency, these moments are disappearing—nowhere more visibly than in the federal government. The current wave of layoffs means that long-serving employees are vanishing overnight—no send-off, no acknowledgment they were ever there. At USAID, employees with decades of service were given just 15 minutes to clear their offices.

At a town hall in my agency, someone asked how to acknowledge the dozens of colleagues pushed to leave or dismissed, the response was to “Do it on your own time” and avoid anything that might conflict with “the environment we are in.” The message was clear: even a simple farewell is now suspect—seen as a distraction or, worse, as drawing the wrong kind of attention.

Meanwhile, the Department of Government Efficiency (DOGE) touts that its employees are working 120-hour work weeks. In a workplace that barely allows time to sleep, farewells are an afterthought.

This isn’t just happening in the federal workforce—experts say the decline is spreading across industries. As workplaces chase efficiency over culture, rituals of recognition and well-being are increasingly seen as expendable. But are they?

What We Lose When We Stop Saying Goodbye

Farewells aren’t just for those who leave—they shape the experience of those who stay.

When I left the State Department after a decade, my colleagues held a simple Zoom farewell. No speeches, no plaques, not even snacks. But it gave us a chance to express gratitude, reflect on our work, and acknowledge what we built together.

But like all of us, I’ve attended far more farewells than I’ve received, and that’s where their real impact comes into focus. Each one is a subtle reminder that work is more than a transaction, that colleagues are more than coworkers, and that what we build together matters.

When they disappear, we don’t just lose small talk and cake—we lose connection and meaning. And when people leave without acknowledgment, those who stay take note. When employees are treated as transactions, they respond in kind—giving only as much as they’re given and walking away when something better comes along.

The Science Behind Why Farewells Matter

Decades of research show that farewells aren’t just a nice-to-have; they're a psychological and professional necessity:

• How we remember: Daniel Kahneman’s Peak-End Theory tells us people remember experiences by their peaks and endings. When departures are handled well, former employees are more inclined to speak positively about their experience, recommend the workplace to others, or even return in the future. (Research on Peak-End Rule)
• Psychological safety: Employees perform best when they feel seen and valued. Farewells reinforce a culture of appreciation, signaling that contributions matter to all who attend, not just the recipient.
• Belonging: Studies show that employees who feel genuinely recognized are more engaged, productive, and likely to stay. When workplaces strip away these moments, they risk making work feel transactional—fueling burnout and turnover.

How to Say Goodbye Well (Even When It’s Hard)

Here’s the irony: if we don’t take time to recognize those who leave, we’ll be saying goodbye even more—and to the very people you most need to keep.

But it doesn’t have to be that way, even in fast-paced workplaces and during hard times. Farewells don’t have to be elaborate to be meaningful. Here’s how to do them right:

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• Do Something: Intention matters and any gesture is better than silence. It’s always helpful to check in with the farewell-ee, especially when someone has been let go. Some may appreciate a team lunch, while others may prefer a quiet acknowledgment.
• Make It Personal: Details make people feel seen. Highlight a talent, contribution, or inside joke. I once hosted a cat-themed send-off for a feline enthusiast, and for a health-conscious colleague, a boss set up a yogurt and granola breakfast bar.
• Set the Right Tone: Farewells aren’t just for those leaving—they tell those who remain how people are valued. In times of layoffs or uncertainty, that’s when you most need to remind your team that they, too, are part of something meaningful.

The Quiet Cost of Not Saying Goodbye

This week a colleague, an AI expert, announced she was leaving government for academia. I can’t say the lack of farewells played a role, but research is clear: People stay where they feel valued.

Beyond the data, something deeper is lost when these rituals fade. At first, it seems minor—an email unsent, a quiet tweak to an org chart, or an extra 30 minutes on the calendar instead of a farewell gathering. But small cracks in morale and commitment add up. Workplaces grow colder. Employees disengage. And in the end, organizations push away the very expertise and culture they need to thrive.

And when that happens, we may regret not just the loss of farewells, but the missed chance to create meaning in a difficult moment.

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