In today’s competitive job market, it’s not unusual for employees to move from job to job. But while the departure of a key employee may come as a blow to your business, there are ways to handle it gracefully, and keep moving forward.
Adam Toren, co-founder of YoungEntrepreneur.com, offers valuable tips for coping with a trusted employee’s exit from your organization.
In a wide range of businesses, but especially major tech companies, key employees get poached all the time. It’s easy to understand if one of your workers is drawn away by the promise of a bigger paycheck, but as Toren notes, “there are numerous other reasons for wanting to jump ship.”
He advises business owners to ask if the employee is willing to write out the reasons behind their decision. “Understanding their reasons could be a turning point for you or your company.”
Assuming the employee is leaving your business on good terms, mark their last day on the job with a modest celebration (“such as serving an ice cream cake during lunch or a trip to the local watering hole”).
If, however, the situation isn’t particularly pleasant, Toren suggests penning a note expressing your regret that things didn’t work out, and thanking the individual for all he or she has contributed to the business.
The best thing to do in this situation is to start looking for a replacement immediately. The hiring process takes time—placing job postings, reviewing resumes, scheduling and conducting interviews, making a decision—and putting it off only hurts your business.
First, Toren says, look within the organization. Is there anyone on the team who can step in and take over the departed employee’s duties and responsibilities? Anyone who might be able to do so with a minimal amount of training? Hiring from within is the best first move when a key employee leaves. It demonstrates to the rest of your team you value their work, and want to keep them on for the long run.
If such a move isn’t practical, turn to your colleagues and staff for quality candidate recommendations (while of course advertising the position in all appropriate venues). After receiving applications, narrow them down with a particular eye on who might best fit within your culture.
“Ask yourself if they are someone you’d be able to spend countless hours with during a crunch-time weekend,” Toren says.
There’s no reason you and the departing employee must never cross paths again. On the contrary, it makes good business sense to stay in touch. Staying mad at an ex-employee or pretending to forget he or she ever existed is foolish and short-sighted. Instead, keep their contact information on hand and, after an appropriate interval, drop them a line and ask how their new job is working out.
Losing a valued employee comes with the territory. But when you part ways on a friendly note, Toren says, “people are more willing to throw business, partnerships, and other networking opportunities your way.” And the people who still work for you will see your commitment to leading with dignity and principle.
How do you handle the departure of a key employee?
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