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Staff turnover is a fact of life for any business, and even your most dedicated employee will want to move on to a fresh challenge eventually. It might be a surprise when a key member of your team hands in their notice, but it does not have to be a problem - it could be a chance to strengthen your business.
Start planning for your employee's departure immediately. The first step is to think about whether you need a like-for-like replacement, or whether it would be better to import new skills into a new role in your company. This could be an opportunity to set fresh goals for your business and attract someone who can help you meet them.
Don't overlook the human resources already at your disposal, however. Consider the strengths and aptitudes of your current employees; by making internal promotions and shifting responsibilities around, you may be able to build a more capable team from the people you already have around you.
If you decide to go ahead and recruit a replacement for the departing employee, initiate the process quickly. Involve the person who is leaving in writing the job description, person specification and recruitment advert. Help them plan their remaining time so it is of most value to your business. Ideally, they will complete critical projects and pass unfinished work to colleagues.
When you lose a member of staff, you risk losing the knowledge and connections they have built up while working for you. Give your departing employee plenty of time to organise their files and write a comprehensive handover document which provides information about their clients, projects and procedures. Don't let them treat it as a last-minute task - without this information, it could take the new recruit months to grasp their new job.
A good induction process will also save you time by helping an incoming employee to settle in quickly. Consult your staff to find out what the new recruit should know, whether that is learning to use your computer system, knowing where files are kept or understanding other people's roles.
Make sure you inform key clients and suppliers about the forthcoming change. Ensure they have a named contact in your firm to deal with during the interim between one person leaving and another starting. Book appointments with clients and suppliers as part of your new employee's induction, so the new person can start building relationships straight away.
Before your team member leaves, conduct an exit interview. Encourage them to give an honest evaluation of your business and ask them what improvements they would make. What they tell you could be of enormous value as you approach fresh challenges and new business opportunities.
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