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What to Do When an Employee Resigns - Critical issues for employers to evaluate
One of your best employees has just notified you that he or she is leaving the job. This presents several ticklish issues. Should you try to convince the employee to stay? Or should you tell the worker to clear out immediately?
This article will provide some insights into an employer's quandary. Caution: Every situation is different, so rely on this material only as a general guideline.
The counteroffer: It may be more cost-effective in the long run to give the employee extra money or benefits than it would be to recruit and hire a capable replacement. However, a counteroffer usually is only a short-term solution, at best. For the employer, there is a certain element of betrayal that probably did not exist before. It may be difficult to resume a normal working relationship. In addition, the employee may have already made a psychological and emotional separation from the company.
On the other hand, if you can pinpoint the reasons why an employee is leaving, a counteroffer could be in everyone's best interests. Example: Say that a top-level manager who has a grueling commute is considering a job closer to home. You could respond by offering to help the manager relocate to an area closer to your business.
Transition stage: When an employee leaves, you usually receive two weeks' notice. More often than not, the employee will cooperate during the notification period out of loyalty. Use this time to try to complete unfinished projects. If possible, have the employee provide up-to-date status reports. Consider an early dismissal when all the loose ends are wrapped up.
Hopefully, the departing employee will provide assistance to a replacement. In any event, be sure to assign the departing employee's workload to someone else, at least temporarily.
Company security: A disgruntled employee can cause significant damage to a business operation. If you have reason to suspect possible sabotage: (1) review all of the employee's projects, (2) watch while the employee collects belongings and (3) escort the employee off the premises.
Don't forget to collect any keys, entry cards, etc. and change vital computer passwords. If necessary, you might also want to change the locks on file cabinets or doors.
The exit interview: It generally is beneficial to conduct an exit interview sometime before the employee leaves. This will help you to identify problems within the organization or personnel conflicts. If you get some concrete feedback, you can use the information to improve the company.
Try to keep the setting informal and relaxed. Every situation is different, but the prime objective is to find the cause of the employee's dissatisfaction.
In summary: Of course, employee turnover cannot be avoided completely. However, if you learn from past experiences and continue to keep the lines of communication open, you may be able to prevent some unexpected resignations.
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