Whatever your industry or business, it goes without saying that you probably work hard to create a great, nurturing environment for your employees and you do your best to try and keep everyone happy. That said; it can come as a bit of a blow when an employee decides they want to move on, particularly if you have a small team and you weren’t really aware that your employee was unhappy and considering other employers.
Okay, so 99 percent of your employees aren’t going to be with your business for the entire duration of their career so it was inevitable that an employee was going to have to quit at some point, but even so, it can still hit you hard when one of your best employees decides to quit, especially if they’re a keen member of your team and you can’t really begin to imagine how your business would function without them.
When an employee hands their notice in, if you’ve never had to deal with an employee resigning before, it can be hard to know where to start – but it goes without saying that there are a number of things you should and shouldn’t do.
1. Don’t Panic/Take It Personally
When an employee hands their notice in, it can be very easy to panic and start questioning everything about your management style and business. Don’t… at least not yet anyway! Your employee might have quit for personal reasons – so try and keep calm until you know the whole story. Similarly, if you run a small business, it can be easy to take an employee’s resignation as a personal attack but again, you need to keep calm and keep your emotions in check… which leads me nicely onto my next point…
5 Things To Do When An Employee Resigns2. Do Have An Open & Honest Conversation
After an employee hands their notice in, it can be very tempting to just accept their notice and shut the door – but it’s always worth having an open and honest conversation with them about their reasons for quitting. Be sure to have this conversation in a private environment, away from prying eyes and ears!
Ask your employee why they want to leave, where they’re going and if they have any issues with your company/working environment – you never know, they might have found their dream job over on the other side of the world! By having a chat with them, you could find out some key issues with your business which you weren’t even aware of and which could be bothering your other employees and causing them to look elsewhere too.
3. Don’t Make A Hasty Counter-Offer
If you really value your employee and see them as a key member of the team, when they resign, the first thing you’ll probably want to do is try and get them to change their mind by making them a hasty counter-offer… but you need to resist. By making a counter-offer which you haven’t really had chance to think through properly, you could end up promising your employee some things which you can’t deliver, such as a highly inflated salary. Similarly, if you offer them something small, you could end up insulting them, which may end up causing irreversible damage to the relationship.
After you’ve had an honest chat with your employee, think carefully about what type of counter-offer you could make which might convince them to stay – or even if you want to make a counter-offer at all. As we mentioned in another blog, counter-offers rarely get accepted – and even when they do, 9 times out of 10, the employee ends up leaving within six months anyway because the issues which made them want to leave still haven’t been resolved.
4. Do Follow Procedures
When an employee hands their notice in, it’s really important to consult with your HR department and follow procedures to ensure your handle their resignation in the correct way. Be sure to get a copy of their resignation in writing for your records and consult their contract to find their notice period. Also, be sure to schedule in an exit interview just before the employee is due to leave because, again, you might find out some key information which could help your business going forwards.
5. Do Think Carefully About Their Replacement
OK, so you probably won’t want your employee to leave – but on the positive side, you’ve now got the chance to review the job role going forwards. Consider if the role is fine as it is or if you’d like to change the focus slightly to cover different things and tasks. Similarly, consider if there’s anyone in your existing business who might be a good fit for the role who you could promote – or if you need to bring new talent in.
This article was syndicated from Business 2 Community: 5 Things To Do When An Employee Resigns
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