Your team is facing a setback with a key member resigning. How do you navigate this critical project phase?

La démission d'un collaborateur n'est jamais anodine. Qu'elle soit prévue ou inattendue, elle produira les mêmes effets et vous placera dans tous les cas face à une remise en question de votre projet. Vous allez devoir faire face à une perte d'équilibre à compenser par plusieurs actions à mettre en place pour préserver vos objectifs à long terme. Que vous soyez une petite, une moyenne ou une grande entreprise, ces moments critiques peuvent être mieux vécues et augmenter l'engagement de vos parties prenantes en faisant intervenir des coachs professionnels qui pourront séparer ce qui relève des émotions et ce qui relève des actions à mettre en place pour trouver un nouvel équilibre.

Management By Objectives (MBO): Setting shared goals between management and employees, then assessing the achievement of those goals.

When a key team member resigs, it can feel like a punch to the gut. When this happens, I take a step back to reassess our resources and reallocate responsibilities. I focus on three areas: skills, relationships, and morale. It's normal the team feels doubts and a sense of loss. What are critical tasks with a gap in expertise? How does this affect team dynamics and moral? I start with that to pinpoint immediately where support is needed. This way you mitigate the rist and your team feels supported during the transition.

When anyone resigns this can cause self doubt in the team. If there has been no time for a constructive handover then you have to review the workload left behind. Meet with the remaining team members to discuss workload. Review tasks and prioritise critical work. Then assign to team members. The goal now is to stablise the team and keep the projects moving. The gap left behind can always be filled. My advice is to always prioritise the work in hand over the person who has left to avoid the risks of low morale and inertia.

First, evaluate the job functions: - Finding the scope of the job and needs - Ask for an extension of the project - Find any volunteer to assist temporarily - Be prepared to explain for potential delay - All hands on deck - Be open to your team about what is about to happen, so others can use the word "Teamwork"

Begin by informing the team about the situation promptly and transparently, explaining the potential impact on the project. Provide reassurance by outlining the steps being taken to address the gap, such as task reallocation or seeking additional resources. Encourage team members to voice their concerns and ask questions, ensuring everyone is on the same page. Keep communication channels open throughout the project phase, regularly updating the team on progress and any changes. This approach builds trust, reduces uncertainty, and helps the team stay focused on achieving the project goals.

La communication en interne sera essentielle pour éviter qu'un départ amène d'autres départs. Créez un espace où les équipes peuvent exprimer leur préoccupations et entretenez une communication transparente. Cela pourra prévenir la propagation de rumeurs et aggraver un déséquilibre qu'il s'agit d'atténuer.

In my experience coaching leaders and teams through this situation it is important to realize the fact that communicating quickly and with transparency will allow space for questions as well as next steps. All too often, leaders will hold back feeling that the reasons the team member left will be judged rather than approaching together with curiosity. Be open, humble, and vulnerable to discuss what the team can learn from the experience while continuing to enhance the culture that is aligned with the mission, vision, and values of the team. How can we rally together? What steps do we need to take to move forward? What did we learn and could do differently for the next team member? Teams learn best together so be open and collaborative.

Know the audience and customize the message: Understand the background, needs and communication preferences of each employee. Customize your communication style and content so that the message is well received.

These are 3 common mistakes I see managers make when communicating these situations: The first is one to downplay the impact. With the good intentions of minimizing the situation and avoiding panic, this can lead to a lack of trust. Instead, be honest with the challenges ahead. Second, it's about timing, delaying the news. This fuels rumours and talks around the coffee machine. Tackle it quickly and keep your team focused. Last but not least, neglecting the emotional impact. Allow your team to express their feelings and emotions. Transparency is essential, make sure you encourage open dialogue and listen actively.

Reallocate tasks strategically to ensure the project stays on track. Start by assessing the strengths and availability of remaining team members. Distribute the key responsibilities of the departing member among the team, aligning tasks with each member's expertise. Provide support and clear guidance to ensure a smooth transition. If necessary, consider bringing in temporary help or cross-training team members to cover critical gaps. This approach not only maintains momentum but also empowers the team to adapt and overcome challenges together.

Analyze Employee Skills: HR must evaluate the skills and expertise of the employee to determine the appropriate assignment and Open Communication: Ensure a dialog between HR and employees about their preferences and challenges in their jobs.

To rellocate task I first analyze my team structure by evaluating 3 factors: skills, workload and career aspirations. This help to assess each member's strenghts and figure out if they need training, guidance, or coaching before taking new tasks. This transition can be a great learning opportunity to boost the team's skills.

With the key member gone, you’ll need to quickly reallocate their tasks. Review the current workload and redistribute tasks based on each team member’s strengths and capacity. If necessary, consider temporarily bringing in additional resources or freelancers to fill the gap. The goal is to ensure that critical tasks continue without disruption, maintaining the project’s momentum.

Seek support by reaching out to other departments or external resources to fill the gap left by the resigning member. Collaborate with HR to expedite the hiring process if needed, and consider bringing in a temporary contractor or consultant to assist with the project. Engage with senior leadership to explore additional resources or extend deadlines if the project scope is significantly impacted. By proactively seeking help, you ensure the project continues smoothly and that your team doesn’t feel overwhelmed during this critical phase.

Provide Training and Development: Provide training programs that match the needs of employees to enhance their skills and careers.

Don’t hesitate to seek support from other departments or external resources. Whether it’s tapping into a company-wide talent pool or consulting with external experts, leveraging available support can ease the burden on your team. This is also a good time to engage senior leadership if additional resources or strategic guidance are needed.

Navigating a critical project phase with a key member resigning requires a strategic approach. Start by assessing the impact of the resignation on the project timeline and deliverables. Clearly communicate the situation to the team, ensuring transparency and setting expectations. Reallocate tasks based on the strengths of the remaining team members, and seek external support if necessary to fill skill gaps. Review deadlines and adjust the project plan to accommodate the changes, making sure to keep stakeholders informed. Finally, maintain team morale by acknowledging the challenge but focusing on the team's capability to adapt and succeed. This approach ensures that the project stays on track while keeping the team motivated and cohesive.

Use a Structured Appraisal Form: Create a form that covers important aspects of performance, including meeting deadlines and Collect Relevant Data: Collect performance data and feedback from coworkers to support the assessment.

Review of deadlines is ongoing. Renegotiate with key stakeholders and reprioritise critical tasks based on two criteria: 1) The most impact on the critical path of the programme. 2) Resources available. Talking honestly about the resources you have available is key. Do not over promise. I have found in my career that almost all projects and programmes can be rescheduled. Stakeholders want good communication, a clear rationale and a pathway they can see that takes them to effective outcomes.

Após a transição, implemente um sistema de feedback contínuo para monitorar o progresso da equipe e identificar áreas que precisam de ajuste. Reúna regularmente a equipe para discutir o que está funcionando e o que pode ser melhorado, e ajuste as estratégias conforme necessário. Esse processo de feedback contínuo não apenas ajuda a identificar e resolver problemas rapidamente, mas também mostra que você valoriza a opinião da equipe e está comprometido com a melhoria contínua.

It is important to review tasks assigned to the member resigning and the deadlines of the projects. Approvers may consider changing plans based on the task handled by one person. To ensure we meet the project deadlines and satisfy the client, consider assigning additional team members or bringing in another expert to speed up the process.

In situations like this, it's crucial to stay calm and focus on re-assessing the team's resources and priorities. Start by redistributing the key tasks of the departing member to team members with the right skills, and consider bringing in temporary support if needed. It's also important to maintain open communication with the team to keep morale high and ensure everyone is aligned on the project goals. Finally, use this as an opportunity to strengthen collaboration within the team, and perhaps even identify and develop potential leaders who can step up during this critical phase.

Acknowledge the team's efforts and the challenges they face, emphasizing the importance of their contributions to the project's success. Encourage open communication, allowing team members to express concerns and share ideas on how to move forward. Foster a positive atmosphere by recognizing individual and collective achievements, no matter how small. Offer support where needed, whether it's through additional resources, flexible work arrangements, or simply being available to listen. By keeping the team's spirits high, you ensure that motivation and productivity remain strong, helping the project stay on course despite the setback.

Finally, maintaining team morale is key during this transition. A resignation can affect the team’s energy and focus, so it’s important to keep spirits high. Acknowledge the extra effort being put in by the team and provide positive reinforcement. Consider organizing team-building activities or offering incentives to keep motivation levels up. A motivated team is more likely to overcome the setback and deliver on project goals.

In my 40 year career I have learned that team morale building is every day not just when someone leaves. By fostering a culture of inclusivity, and empowerment any team will be more resilient to change. Focus on the team's wellbeing - every day and you will have a team that can pull together to close gaps and overcome challenges.

A saída de um membro importante pode impactar a moral e a coesão da equipe. Reforce a cultura da equipe realizando atividades que promovam a integração e o fortalecimento dos laços entre os membros restantes. Investir em atividades de team building, promover um ambiente de trabalho colaborativo e incentivar a comunicação aberta pode ajudar a manter um ambiente positivo e produtivo, ajudando a equipe a superar o desafio.