Managers Should Think Twice Before Doing This

​Employees leave organizations for many reasons, and there are few worse feelings for a manager than when a valued employee announces they are resigning.
 
Especially if the employee has critical skills or knowledge.
 
In this case, their resignation will cause disruption, and if they're going to a competitor, then, the loss will be all the worse.
 
🚩 𝙎𝙤, 𝙩𝙝𝙚 𝙞𝙢𝙢𝙚𝙙𝙞𝙖𝙩𝙚 𝙧𝙚𝙖𝙘𝙩𝙞𝙤𝙣 𝙢𝙖𝙮 𝙗𝙚 𝙩𝙤 𝙖𝙩𝙩𝙚𝙢𝙥𝙩 𝙩𝙤 𝙧𝙚𝙩𝙖𝙞𝙣 𝙩𝙝𝙚 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚.
 
It’s certainly important to find out why someone is leaving, so that you can potentially identify problem areas.
 
And make the necessary changes.
 
However, unless the reason for leaving is clearly a quick fix, be cautious about convincing them to stay.
 
Because, usually, once an employee has reached the stage of resigning, with the thought that typically goes into such a decision, they have already ‘left’.
 
𝘼𝙣𝙙 𝙝𝙖𝙫𝙞𝙣𝙜 𝙩𝙝𝙚 𝙧𝙞𝙜𝙝𝙩 𝙥𝙚𝙧𝙨𝙤𝙣, 𝙬𝙞𝙩𝙝 𝙩𝙝𝙚 𝙧𝙞𝙜𝙝𝙩 𝙢𝙞𝙣𝙙𝙨𝙚𝙩, 𝙞𝙣 𝙚𝙫𝙚𝙧𝙮 𝙨𝙞𝙣𝙜𝙡𝙚 𝙨𝙚𝙖𝙩 𝙞𝙨 𝙘𝙧𝙞𝙩𝙞𝙘𝙖𝙡 𝙩𝙤 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚 𝙚𝙣𝙜𝙖𝙜𝙚𝙢𝙚𝙣𝙩.
 
If the employee is unhappy, it could negatively impact team morale.
 
Because disengagement is contagious, and it will spread, undermining your culture.
 
So, it may be that the departure really is best for both parties.
 
Even if their leaving is going to create difficulties for the team, and even the organization.
 
Use the notice period wisely and gather as much information as possible about the job from the departing employee.
 
✅ If cross-training is a practice at your organization, immediately have the cross-trained employee begin working with the departing employee.
 
✅ If this has not happened, attempt to find a temporary employee or a contractor to fill the immediate gap.
 
✅ Or divide the most critical tasks between co-workers, for the short-term.
 
And let the resigning employee leave to be happy someplace else.
 
Because everyone deserves to enjoy the work that they do, in a company with engaged employees and a great culture.