As the saying goes, employees are the lifeblood of any successful business. While people may hear (or even say) this phrase on a regular basis, the reality is that a business owner won’t truly realize how valuable a key team member is until they depart. And unfortunately, many talented professionals eventually leave one job for another opportunity in a different company, industry, or location. With that in mind, business leaders need to have a plan in place for dealing with the loss of an excellent professional. While no two business strategies are going to look exactly alike, these four tips should prove helpful to almost all managers. Check them out here:
Start Training Now
The best businesses enjoy excellent procedural continuity –– in large part because they train their employees early and often. Indeed, business leaders need to make training and development a priority. Not only do quality training programs encourage many professionals to stay on board in the first place, but the more extensive training you can provide, the easier it will be for your current team members to fill in when a key employee resigns. For more information about employee training methods, check out this blog from EJ4.
Managers need to know how to delegate their own workload as well as the responsibilities of their team members. It’s never a good idea to saddle one employee with lots of specialized tasks, unique information, or important correspondences. When a business comes to rely too much on a single employee, their loss will send shockwaves through the system. So always make sure that no one team member ever has too much on their plate, and that your staff knows how to collaborate with each other effectively.
In the immediate aftermath of an employee’s resignation, business owners must step up and start communicating their plan of action. Obviously, this includes alerting your current team and telling them what (if any) new tasks or assignments they’ll be responsible for completing. In addition, though, business owners should let any clients or outside contacts know if an integral employee has decided to leave. This is just good business practice; plus it’ll likely buy you time and understanding if you experience trouble with the transition period.
Find a New Star –– Not a Replacement
The best managers don’t try to force people into positions that don’t suit them. Rather, managers should seek to set their employees up for success. As such, if you lose a great employee, don’t spend all of your time searching for someone with their exact levels of experience and their precise skillset. No such person exists! Instead, focus your efforts on finding a new star and work to sharpen their unique capabilities.