Don’t Let Unexpected Employee Resignations Disrupt Your Business
Just when you thought you were doing a great job at surviving the pandemic, you’re hit with an out-of-the-blue dilemma: a valued team member tells you they’re quitting. Dealing with turnover is typically considered just another cost of doing business. In the controls and construction industries, though, the loss of a critical employee can cause delays in projects, costing you far more than others experience.
Here’s how to ensure an employee’s sudden departure doesn’t leave you and your clients in the lurch.
Unexpected Resignations Bring Big Challenges
Abrupt employee departures are difficult under any circumstances. If the person leaving is one you rely on for vital support, it can be hard on the company and your psyche.
Whether an employee is leaving for a better opportunity, they’re retiring, or they’ve decided to move cross-country, you’re faced with the same questions.
When and how do you announce the employee's resignation?
Who do you need to inform?
Who will take on the employee’s tasks and responsibilities until a replacement is found?
How do you ensure other team members don’t get stressed and burned out?
The good news is that, once the initial shock wears off, you’ll find your business doesn’t grind to a halt just because an employee is leaving.
Make the Transition as Smooth as Possible
These tips should help you successfully manage any employee’s transition out of your company.
Know your company’s protocol. Most companies have HR policies that dictate how to handle an employee unexpectedly quitting. But even if you have a standard two-week notice policy, depending on the person’s position, you might want to consider whether it’s best to let them go sooner.
Keep your emotions in check. This can be tough to do, particularly if you feel the employee is letting you down personally. It’s always better to stay even-keeled and do whatever it takes to maintain the relationship.
Ask for feedback. Understanding the rationale behind an employee’s sudden departure can help ensure it doesn’t happen again, or at least is kept to a minimum. You just might learn some new information that helps you construct valuable solutions for other employees.
Consider a counteroffer. If a critical employee is leaving for another position, you might want to ask if there’s anything you can do to get them to stay. Most experts agree, though, this seldom works out for the best. It’s better to maintain the relationship and check in again in a year to see where things stand. Besides, you may discover the employee’s replacement is everything you needed and more.
Letting Clients Know
You have several options for informing clients that an employee they interact with is leaving your company.
Put together a transition team before and select a new point person for the client before informing them of the resignation. This reassures the client things will proceed smoothly, and all their questions and concerns will still be dealt with professionally.
Give clients enough lead time so they feel comfortable with the change. In some cases, that might only be two weeks, so be prepared to let clients know within a day or two of your employee’s quitting.
Avoid being negative about the employee’s departure. It doesn’t reflect well on your company and can give the client pause about how your organization handles operations.
It’s always challenging when you suddenly lose a valuable member of your team. Try to see the experience as a learning one and use it as an incentive for positive change. Wish your employee all the best in their future endeavors. Honor their successes and urge them to keep in touch. You’ll both feel better about the situation, and you’ll be able to move on much more quickly.