Introduction
Everyone wants to keep their employees happy and, of course, you don’t want them launching a lawsuit against the company. So what do you do if an employee wants to leave? It’s actually pretty simple: just be nice about it!
Avoid gossiping about them after they leave.
You can’t control how your employees feel about you, but you can control what they think of their new manager.
It’s natural to want to vent about an employee who resigned on bad terms with the company. After all, what happened? Why did they leave? What went wrong? But this type of gossiping is exactly the opposite of what you should be doing when someone resigns from your company. Instead:
- Refrain from talking about the employee in front of their replacement until after the individual has left the organization entirely (or at least stopped working).
- If you have concerns about their performance or behavior that have been brought up before their departure, tell them privately and keep those conversations private—don’t discuss them within earshot an outsider (such as a co-worker or friend) who hasn’t been privy to these discussions before now.*
Thank them for their work and wish them well.
The best way to deal with employee resignation is by thanking them for their work and wishing them well. It’s important to remember that the employee did a good job and was a valuable member of your team, but that you wish them the best in their future endeavors.
You should not be too personal or formal in this letter, and should avoid mentioning any failings on the part of either party at all costs.
Document what they’re responsible for so you can pass it on to a replacement.
Managers should make it a priority to document what each employee is responsible for. This will help you later on when a resignation occurs, because you’ll be able to pass along their responsibilities to the new person quickly and efficiently.
This can work in two ways: documenting everything that one person does, as well as documenting what multiple people are doing in relation to each other. If an employee has been working closely with another employee before they leave, then you’ll want to know which pieces of their job are most important and what happens if they’re not done by someone else after they leave.
In addition, making sure everyone knows who is responsible for what helps prevent confusion during times like this when many things change at once—and that’s why it’s so important!
People are leaving because they want to, not because you did something wrong.
- People leave for many reasons. You can’t force them to stay, but you can show them the door if they are being disruptive or unproductive.
- Consider their decision an opportunity to find someone who is better suited for the job than your last employee was.
- It’s unlikely that your employees left because they were unhappy with their pay or benefits (though it’s worth checking). If that happens, run through the list of possible reasons why someone might be unhappy: Is their workload too heavy? Are they feeling undervalued by managers and coworkers? Do they not like working here anymore? Is there something about our culture that isn’t working for them?
Conclusion
It’s a shame that people feel like they have to leave a job because they don’t like it anymore. But as you can see, there are ways to deal with resignation and keep the relationship with your employees positive. Let them find their Professional Development
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