As a leader of any kind – a boss, a CEO, a manager, or an entrepreneur – it’s never easy when someone leaves. Losing a valuable team member will always come with some sort of upheaval even in the most ideal circumstances.
Whether your colleague is taking on a once-in-a-lifetime opportunity and leaving with gratitude or departing under less-than-ideal circumstances, there are right and wrong ways to handle team turnover. How you handle this moment sets a precedent for your company’s culture.
Don’t neglect the opportunity to demonstrate the kind of leadership worth following.
6 Things to Do When Someone Resigns
#1 – Celebrate their hard work.
How you treat someone when they leave says a lot about your leadership. You’ll want to do something to celebrate their time with your team, allowing them an opportunity to give heartfelt goodbyes and properly close this chapter in their lives. The rest of their team will no doubt want to wish them well, too. Take your team out for lunch, buy a “Good Luck” cake, or send them off with a little gift – maybe all three!
These celebrations don’t have to be expensive or extravagant: just heartfelt.
#2 – Discuss the timeline.
When someone resigns, it will change the dynamic in your workplace. Their absence will be felt in a variety of ways, and you must prepare to ease the transition between team members. Are they giving you a two-week notice? Do they need more or less time? Will their replacement need training? When should you announce their departure, and who should announce it?
Have an honest discussion about what needs to be done to make the transition smooth and hassle-free.
#3 – Get unfiltered feedback.
Exit interviews are invaluable because they allow team members to speak freely without fear of consequences. Those fears may not be founded, but you’ll find that most people soften the truth if they feel their job is on the line! Talk to your departing colleague about their experience working for you, areas where you can improve, and what can be done to make the job better for the next guy.
#4 – Take care of your team.
One of the biggest mistakes leaders make is to try to offload a departing employee’s workload on the remaining team members. While there may be some extra responsibilities to pick up in the interim, you don’t want the people left to feel like they’re doing double the work for no compensation.
Part of taking care of your team means swiftly addressing this new opening. Work to fill it with a qualified individual ASAP.
Additionally, discuss with your team how you can ease the transition. Unexpected hangups can emerge when there’s a missing team member. Make it clear how you intend for things to work and how to address any issues as they emerge.
#5 – Evaluate your turnover rate.
Although turnover is an inevitable part of life – people come and go, moving on to new opportunities and greener pastures – it’s worthwhile to do some self-reflecting. Some turnover is normal, but excessive staffing shakeups can point to organizational issues you must address.
Hiring someone new is costly. If you’re always training someone new, you’re never going to reach the level of productivity and efficiency you need to stay on top.
So why are people leaving? Are you offering fair compensation for the work? Is your workplace culture one that people want to be a part of and stay in? Are you the kind of boss you want to have? Now is the time to ask tough questions!
#6 – Be happy for them.
Lastly, be happy for your colleague. There’s no doubt that losing a valuable team member is inconvenient and frustrating. But as a leader, part of your job is to nurture the potential in your team, regardless of whether or not they stick with you to the end. Be happy that they’ve found an opportunity worth pursuing that furthers their personal and professional goals.
Be willing to give a good reference when it has been earned. Help in any way you feel is appropriate. Whatever you do, though, don’t be bitter. Most of the time, resignations aren’t personal. Treat this time as an opportunity!
How were you treated when you resigned from positions in the past? Let us know what you wish had been different in the comments.