Employee retention can be hard, and quitting is a common occurrence employers must always be aware of. The process for hiring new employees takes time and effort, so starting that process over again when an employee quits can cause problems. However, all managers need to know how to handle this situation effectively.
By following these steps, employers can keep the workflow running smoothly and ensure that their company is not crippled by an employee who decides to quit.
Preparing for departure
First, when an employer or manager discovers that one of their employees has given a two weeks’ notice, they should inform them that they are welcome to work until they are ready to leave.
It is important to determine if the employee’s departure will be a major disruption to the workplace or was simply planned for personal reasons. If the former applies, then it is necessary to begin recruiting new employees as soon as possible. If the latter applies, it is essential to be flexible with the departed employee by not imposing penalties for early termination.
The employee should also be allowed to work as normal unless other employees are negatively affected. Employers should also encourage the employee to schedule a time to sit down and discuss what is happening to ensure that everyone knows that the departing employee will not be available for work after their planned departure date.
Once an employer has agreed on a final day of employment, it is important to be flexible with the departing employee to ensure a smooth transition into their new role. By understanding their need for time off and allowing them to work from home on this final day, employers can help ease the burden of a worker who will not be returning to work.
Hiring a replacement
From an employer’s standpoint, making sure that a departing employee’s job can be filled by another person quickly and painlessly is the best way to handle this situation. By keeping employees updated on their employment status and involving the HR department in the hiring process, employers can ensure that no major disruptions occur when an employee quits.
If a departing employee has been with the company for less than a year or two, employers tend to have more flexibility in replacing them. If the employee has been employed for a longer time, like more than five years, employers can take two main approaches.
The first option is to hire someone for the position and train them on all necessary skills, which can be time-consuming. The second option is to promote one of the employees already qualified to fill this opening; this allows employees who are currently working on different responsibilities within your company to develop new skills.
If a company decides to hire a new person for the position, it’ll need a reliable process in place so that work can keep moving forward. If a manager knows which tasks this employee will be responsible for, they can rotate those responsibilities between other employees already part of the team. This allows them to stay focused on their current tasks, and work will not be halted. At this point, the new employee can then be brought on board one or two days a week to focus specifically on learning about those tasks. Once trained, they can focus exclusively on those responsibilities with individual employees as their mentors.
Alternatively, if a company promotes from within, it is necessary to understand the qualifications for this position. This will ensure that the person who is chosen has all of the required skills and can handle their new responsibilities. Training them on various tasks within this position will allow other employees to focus on their own work instead of acting as mentors. Once they have been trained, they can start filling the position with the manager acting as their mentor.
Replacing an employee who is about to quit can be difficult, but it does not have to leave the company in a state of chaos.
Employers must take care when making this decision and always consider what will work best for their company. The most important thing is to make sure that employees can still complete their tasks without causing significant problems for the company. By following these steps, employers can ensure that their company stays afloat and one of their employees does not end up quitting without a plan in place.