101: Quitting employees
There’s a whole human resources checklist to do when employees gives their notices – informing other employees, communicating the news to clients, and retrieving company property, among others. But all this often comes amid shock and panic around the transition. Here are some things to remember when employees quit.
Handle resignations with grace. “You want every employee's last memory of your firm to be positive and professional … as if he had a special opportunity while working with your organization,” writes Susan Heathfield at TheBalanceCareers.com, no matter the reason for their leaving. If they are leaving for a higher-level role, congratulate them. Arrange for an appropriate going-away gathering.
Sometimes it’s best they leave immediately, says David Barron at SHRM.org. These situations include: When the employee is leaving for a competitor and could have trade secrets; when the employee is unhappy at work and could deflate morale; or the employee’s role is sensitive, and having them just going through the motions could be harmful, such as a quality-control inspector. “Why would you allow someone to perform this role if they are checked out and not focused on their work?" Barron asks.
Transfer knowledge. Your team might have extra work, especially if the departure is unexpected, says Harvard Business Review’s Rebecca Knight. But the resignations can be turned into an opportunities to talk to employees about their own goals for growth. “Say, ‘Frank is leaving. I want to talk about what that means for you. Is there something that Frank does that you have an interest in learning or trying?’” Extensive shadowing for sticky knowledge – things that can’t be shown on Excel spreadsheets – should then be established, with good communication maintained with the departing individual for later support if needed.
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