SupportBiz lists a few tips for good handling of the departure of a key employee, in a way that does not cause a negative impact on the business.
1. Try to step in their shoes.
Your business might be going great, and you might think you are giving your employees the best of working conditions. However, every employee has his/her own reasons to quit working with your business.
Try to step in the shoes of the employee, and understand his/her motivations behind their tendering a resignation. This will help you part on a good note, without embittering your relationship so far with the employee.
2. Part on good terms.
Whatever be the employee’s reasons for quitting work with you, do not part on bitter terms. Ensure that his/her last day at work is memorable for the employee, one that they will cherish and fondly think about in the times to come.
Thank the employee for his/her contribution to your business, and express your pleasure at working with him/her so far. If you have had a difference of opinion, now is the time to send a note or an e-mail expressing your regret, so that you part ways gracefully.
3. Be prepared.
Do not wait for catastrophe to strike you after a key employee leaves. As soon as he/she has submitted his/her resignation, work on getting prepared for the departure. Have the employee document all key processes, and take you and any other team members through them.
Ensure that you have a fair understanding of the employee’s work before he/she quits.
4. Don’t burn your bridges.
When a key employee decides to leave your business, do not burn your bridges with him/her. Do not give up on communicating with him/her. After a reasonable period of time, ask for an update on his/her life, and then be in constant touch with them.
Ex-employees are more likely to present you with opportunities for networking, partnerships or growth when you stay in touch with them routinely.
5. Start headhunting.
Do not wait indefinitely to look for a replacement for the departing employee. It is prudent to start headhunting right away, as soon as you get to know of the employee’s quitting.
If possible, ensure that the replacement is well-trained in the work of the departing employee before he/she leaves.