Have you ever had your best employee leave the company unannounced? Or do you see turnover happening ridiculously quickly, and you’re not sure how to fix the imploding of your department? When people leave your company, your employees can start to feel overwhelmed because there is suddenly a gap in the team, and the workload can quickly become excessive. As an HR manager, you should take an employee leaving as a sign that it’s time to re-evaluate the workload and learn how to deal with gaps in your department.
According to a recent infographic from BambooHR, the top three reasons employees leave their jobs are an advancement, work/life balance, and money. Being proactive and taking care of your employees will go a long way toward solving high turnover issues in your workplace.
Before moving on and finding another employee to step up or hiring outside your company, you need to first understand why the employee left. There is a saying: Employees leave managers, not companies. Understanding the reasons behind why they left can shine a lot of light on problems within your department. If you’re able to fix the issues that are there, it might prevent other employees from leaving you.
When an employee leaves and there are gaps within your workforce, it’s important to fill them quickly to keep a heavy workload off of your other employees. In highly demanding industries, you may need to use temporary workers to cover the gaps, or redistribute other jobs so some workers can fill in temporarily. This is the best way to keep all of your employees happy during a transition period and prevent others from following suit.
Something we may forget when our star employee leaves is to show our support for that employee. Back in the day, I hired one of the most ambitious employees ever, and I knew when I hired him that he would not stay for long. And when he left to do great things, I was sure to show my undying support to his adventures and dreams. When good employees leave, you’ve got to show your full support, because you never know where life will take them and where they’ll be in the next five or ten years.
Employees have an unwritten code in which they all support each other as workers in the trenches. If a star employee leaves, it’s probably safe to assume that many of the other employees already know, but it’s still important to formally deliver the news in a positive manner so that you’ll gain support from the other employees.
Having a star employee leave is never fun, but if everything is managed properly throughout the entire transition phase – from evaluating why the person left to fill the gaps in your department, to showing your support and staying positive during the overall process, then you’ll get past the rough patch, and before you know it other stars will be stepping up.
Jessica Miller-Merrell, SPHR, is an author, speaker, Human Resources professional, and workplace social media expert who has a passion for recruiting, training, and all things social media. She is the president and CEO of Xceptional HR, and a leader in the HR community with more than 12 years of industry experience. The author of Tweet This! Twitter for Business, Jessica was named by HR Examiner as the second most influential recruiter on the Internet and the seventh most powerful woman on Twitter. She is a columnist for both SmartBrief and The Huffington Post, in addition to Blogging4Jobs and Human Resources One on One. Jessica has been interviewed for professional articles in CIO Magazine, Entrepreneur Magazine, SHRM’s HR Magazine, and on CBS. Jessica earned a Senior Professional in Human Resources designation in 2008, and holds a bachelor’s degree in Anthropology and Business from Kansas State University. Originally from a small town in Kansas, Jessica currently lives near Oklahoma City with her husband, Greg and daughter, Ryleigh.