Step #1: Find Out Why
It is important to try to “understand the why” behind the employee’s decision so you know how to move forward. Sometimes the person simply got a better offer and their mind is made up. But, occasionally, you can discover new information that will help you construct a solution. You may, for instance, learn that they are resigning for personal reasons: Their spouse is maybe being transferred to a new city or they need more time to care for an aging parent. In these circumstances you could offer alternatives. Perhaps they can work remotely or take an unpaid leave of absence. You can make the suggestions because the employee might not have thought about it before. Or you may discover that the employee is unhappy with things in the department. This is your opportunity to listen and gather as much information as you can so you are able to determine if these are isolated concerns or perhaps concerns of the entire team.
Step #2: Develop a Hiring Plan
It is difficult to lose good employees, especially for small businesses where they have even fewer employees to begin with. Losing just one individual can be very detrimental. In the event you are unable to retain the employee, take what you learned and move on. It is now time to coordinate with human resources and come up with a plan to hire, and a plan to keep others from leaving!
Call Alternative HRD!
We can help with recruiting and selection. We can also assist with retention strategies to help you keep those valuable resources!