When an employee resigns, you may feel hurt. It can even seem like a personal rejection, especially if you have had a close working relationship. But business is business, and employee resignations are inevitable.
Here are a few ways to turn the negative of an employee resignation into a positive and make the most of the situation.
Conduct an Exit Interview
This is a golden opportunity to find out what areas of the company could use some improvement. Ask detailed questions about what the person didn’t like about their job and why they are choosing to leave. Listen carefully, ask clarifying questions, and consider whether you should act on the feedback to improve the overall employee experience. Eene with people/employees whom you think were bad hires to begin with, hearing their feedback and thoughts regarding their experience can be very helpful.
Get It in Writing
A formal resignation letter is essential to ward off future headaches. It should spell out that the employee is leaving voluntarily and when their last day of work will be. Your company may also have an exit checklist that you and your employee must fill out together. You will also want to work with HR to make sure benefits are properly handled and all remaining PTO hours are paid out.
Develop a Transition Plan
When one employee leaves, it often creates extra work for your remaining team members. Develop a plan for handling that person’s projects and covering what could be an extended opening. And start taking steps right away to find a replacement. Keep all affected team members in the loop, and find ways to show your appreciation for their help during the transition.
Say Your Goodbyes
Organize a lunch, happy hour, or other event to honor the person who is leaving. You might be upset, but their coworkers deserve the chance to say goodbye. Besides, boomerang employees are becoming a thing, so you never know when someone who resigns might decide to return.
Revisit Your Risk Management Strategies
Smart companies are aware that employee resignations may happen at any time, for any reason. Part of your overall risk management plan should be a strategy for covering open positions and making successful new hires. One of the most effective ways to accomplish this is to set up your recruitment, direct hire, and training in such a way that every job has at least one other person who knows how to do it.
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