When the best and the brightest quit...

Your best and the brightest employee has resigned – What to do next? My advice – Congratulate her on the new opportunity and be happy for her. Seriously... Congratulate! This is the “moment of impression” and you gather every bit of your courteousness and take the path of professional diplomacy. Don't be a “jerk” by bad-mouthing the employee or the new employer or asking "Why".

My philosophy:

1. Each & every exit is an opportunity to get the best & the brightest.
2. Never retain an employee who has resigned.

Here are few things to keep in mind while having a conversation with you star:

#1.Don‘t make a counter offer

I agree this is a “moment of panic” for managers and HR department as one of the best employee has resigned and the reaction is “We cannot afford to lose her at this point... we will be fried!" and the outcome of the reaction is a “counter offer”. Resist the urge and think before you jump to any conclusions. Remember you are trying to retain an already dissatisfied employee and a counter offer will make the situation look more transactional. There is some motivating factor that has led her to explore new opportunities and options. Let her move on – learn to get on without her – No one is indispensable. Don’t lie to them and make any false promises just because you are scared of losing them.

#2.Don’t bad mouth the employee and the new employer

This should be the last thing on your mind. Be classy and don’t get into any negative conversation with the resigned employee or the new employer. Getting angry or initiating blame-game will not look professional or apposite. Instead, congratulate [yet again] the employee on the new job and tell her he will be missed. This will also help in gaining confidence with the other employees and will also set an example on how well the resigned employees are treated in the organisation. Don’t hesitate to give your recommendations and referrals for deserving employees.

#3.Don’t change your behaviour

It is advisable not to change your behaviour towards the resigned employee while he is working out the notice period. Don’t take out your anger or frustration, instead support the employee and do some self - reflection. Don’t over burden the employee with extra work and let the transition process flow smoothly and effortlessly. Accept the change with grace. Let the employee leave with pleasant memories and not talk negatively about the last employer to the outside world. Communicate the change to the other team-mates yourself and as soon as possible.

#4.Start Hiring

It’s time to re-look at the job description and take this as an opportunity to evaluate and make changes (if necessary) to the job narrative. This will help in hiring the resource that will fit into the role which might have undergone a change over a period of time. Consider bringing in a temporary arrangement to handle some of the duties of the resigned employee to ease out the burden and stress levels of the other team members. Sooner you start your search, the better it is – remember each individual brings in individual abilities and capabilities, a positive approach will help you employ/appoint the right candidate for the role/job.

#5.Construct a transition plan

It is important to have a detailed conversation with the resigned employee and make a list of responsibilities handled by her to ensure a smooth transitioning process. Ensure you assign a deadline to the tasks currently handled by the employee so that the pending tasks are completed before the last working day. Study the work plan or the to-do list of the tasks so that you are also in the loop of the pending work. Make sure he shares all the necessary mails / contacts / client details so that it’s easier to manage for the new resource. Keep a track of the work during the notice period to avoid last minute rushes on the day to avoid confusion.

Employee exists, no matter however well managed are distressing. Last but not the least, it is very important to gather feedback through exiting employees and do an exit interview analysis to determine the compelling reasons for employees to quit. It is very obvious that not all employee’s opinions should be counted equally, especially if they are poor performers. The thoughts from tenured employees, star performers are all those whose ideas and opinions are helpful in bringing changes to the company policies, work place or on-boarding programs.

These are few do’s and don’ts that I think should be kept in mind while dealing with a resigned employee. Please feel free to express your views and thoughts wherever necessary.

And remember to Congratulate...