The Big R: What To Do When An Employee Resigns
An organisation's core objective is to maintain quality and efficiency across operations, but when an employee resigns, it does take their toll on the business. If a talented person who has been working for your organisation puts in their papers without any prior notice, it can become a sticky situation.
From employee off-boarding to rehiring and training, companies must handle employee resignations properly. What you as an employer should do when a resignation is announced?
Let's discuss some ways you can deal with this situation.
You receive a resignation on a seemingly happy day, and all your positive emotions go down the drain. However, acknowledge the resignation of your employee before asking them about the what, how, and why. Thank them for their hard work and support throughout their working tenure with your company. Assure them that you will look into a smooth exit from your organisation.
Accepting the resignation is just the first step! Every company wants to hold on to its best-performing employee, and if you feel they are the one, don't shy away from trying to retain them. However, if this doesn't turn out the way you would like it to, try to show them that the doors to your organisation are always open for them.
Notice Period & Training
Discuss the procedures and regulations of the notice period. Inform them about the procedures that need to be followed for a smooth transition. While they are on their notice period, it will be your job to find a suitable candidate to take up their responsibilities. Take assistance from them, as they are the ones who know their responsibilities best and would know who would be a better match. If you do find a suitable candidate during the notice period, request that they assist you in training the new candidate under them.
Notice-period buyouts are becoming more common with talented employees, as the next company they move to is also eager to have them on board, so as an employer, you need to be prepared for this situation too.
Process transfers are stressful and should not be left until the last minute. Make sure you are clear about the things they need to complete and the things that need to be handed over to another person. If they have any pending projects that you want them to complete, make that evident too. If possible, make a list of everything they need to hand over to the next person ahead of time.
Your final days at any organisation are bound to be special so make sure you make this new transition in their lives special too. You could do this easily by having a small activity with the other employees to write down small positive affirmation notes or by holding a farewell party and thanking them for their remarkable work.
Get feedback! During an exit interview, you can dig deeper into the how, when, and why. Learn everything you can about your company, because it will help you shape its policies and culture. Sometimes the reasons could be personal, but sometimes it could be a lack of something at your organisation that prompted them to move. Get insights from them; since they are eventually leaving, there is a high chance they will be completely honest with you.
Proper planning during an employee's resignation is a must for all small and large companies. Ultimately, the process of effectively dealing with and working around a resignation takes a lot of skill and practice, as well as personal experience. As an employer, try to be as professional as possible instead of taking anything personally.