Every company has workers resign. Regardless of your company culture, high-profile brand, generous compensation packages or your positive worker relationships, people quit for reasons that are outside your control.
No matter the logic behind why workers quit, the following are some suggested methods for organizations to follow when dealing with a worker’s resignation.
Accept the Resignation in a Professional Manner
You may be worried about how to handle the job opening, locate a replacement and get that new employee up to speed. However, you should never take these concerns out on the worker. Getting upset or laying on a guilt trip isn’t proper or professional. Rather, try to compliment your employee on their new opportunity and let them know they will be missed.
It’s important to realize that your other workers will hear about how you treated the resigning worker, which could negatively impact morale.
Handling the Resignation Itself
If your worker is managing their resignation professionally and agreeably, as most do, you can let them inform their colleagues and start working toward a smooth transition.
If, on the other hand, the employee quits in a bitter or angry manner, you might choose terminate the worker immediately, have security escort them off the premises and make the announcement yourself so you can properly take control over the awkward situation.
Handling the Transition
The resignation of an employee can be handled so you minimize the effect of the loss of the worker on your productivity and work culture. Dealt with properly, the exiting worker leaves realizing they have added significant value during their time at the company.
Take a moment with your resigning worker and create a list of everything they are currently involved in at the company, including major client relationships. Then, determine what they should complete before leaving and what obligations will be taken care of before a replacement is in the role and up to speed.
Ensure the exiting employee has a clear and concise to-do list that includes plans for shifting major knowledge and contacts, along with how to notify external contacts of the departure so they aren’t shocked when an email bounces back or goes unanswered.
After the plan is developed, check in on progress throughout the remaining weeks. Remember, this person is still under your company’s employ and therefore still responsible for doing a good job.
Getting a Replacement Onboard
Don’t just mindlessly post the same old job description and fill in the post with a replacement. Take this chance to consider what is lacking in the role for both the employee and the company. Ensure you’re hiring for what you require today, not what you wanted when the last person was hired. Once you’ve determined the job description is up to date, start recruiting immediately.
One of the fastest and most efficient ways to replace a departing employee is by working with TempsPlus of Paducah. Please contact us today if your company is in need of a custom staffing solution.