It happens to the best of us. Things go wrong in business, sometime the best employees quit, and it can be hard for any team to move on.
Preparing for the loss of a leader is good practice to ensure that things get back up and running as smoothly as as possible, as soon as possible, should such a situation befall your company. Here’s how to handle the unexpected exit of a key employee, and minimize any disruption to the day to day operations.
Take the time to fully evaluate the company’s needs and explore all the options available. Whether you decide to promote internally or take the time to find an externally qualified candidate, having a clear direction and temporary solution in place will help prevent a drop in morale and overall productivity.
Clear communication is necessary in order to avoid inaccuracies and gossip from spreading around the office and instill a sense of leadership.
While everyone is essentially replaceable, you want your remaining team members to feel valued and supported professionally as well as personally. Exhibiting excitement for the lost employee’s success, even if it’s not with you, not only prevents future turnover, it leaves the door open for opportunities yet to come.
Even though they are leaving, it’s important to find out why. This is a great moment for constructive criticism. Ask them how they would describe the culture as an employee, and what changes they would make if they could, etc. Gaining such insight allows for your team and company to improve and continue to keep employees that are integral assets.
Lastly, be prepared to offer support to your team as roles change, or take on more yourself to make up for the gap during this transition. Doing so will be key in succeeding with as well as finishing current projects.
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