Just received a resignation?
Before you start recruiting, ask yourself these key questions.
Brooke Fisher
Just received a resignation?
Oh no! What we all dread: The resignation of a key employee.
Any time someone leaves a team, it triggers a cascading effect: what does that mean for the person’s staff, their peers, and their relationships with stakeholders outside the department? Before jumping to refill the position exactly as it was, ask yourself:
Once you have answered these questions, you can begin thinking about next steps, keeping in mind:
Open communication with the team prevents misinformation: In the absence of information, gossip and speculation will fill the void and this can lead to even more turnover and drama. Talk early and often with team members.
Sit down with top performers and understand their goals: You know that person who told you three years ago he loves his job and doesn’t want growth? Maybe something has changed. That person who is really good but has developmental needs in certain areas? Perhaps with some coaching, he is ready for this role. People will appreciate having the opportunity to discuss their goals with you.
Share your vision with the team: Your team can’t read your mind. You may have a grand plan that you want to roll out when it is fully baked, but while you are mixing the dough, they may be interviewing.
Think creatively about restructuring: Can you offer part time/job share or telework to that great employee who has been asking? Can you supplement skill or leadership deficiencies by bringing in some fresh thinking? Ask peers and trusted executive recruiters what other companies in your space are doing to address these common challenges.
Be honest with yourself about the skills of those on your team: Offering growth without the proper support will not set anyone up for success (least of all you). It is great to take a chance on someone and reward loyalty and hard work but also be realistic and adjust accordingly.
Any time someone leaves a team, it triggers a cascading effect: what does that mean for the person’s staff, their peers, and their relationships with stakeholders outside the department? Before jumping to refill the position exactly as it was, ask yourself:
- How has the company changed since I last filled this role?
- Does the current organizational structure still meet the needs of our business?
- Can I offer this as a growth opportunity to an existing team member?
- Should we shift responsibilities to offer better efficiency?
- Are there short term needs that can be met by bringing in a consultant?
Once you have answered these questions, you can begin thinking about next steps, keeping in mind:
Open communication with the team prevents misinformation: In the absence of information, gossip and speculation will fill the void and this can lead to even more turnover and drama. Talk early and often with team members.
Sit down with top performers and understand their goals: You know that person who told you three years ago he loves his job and doesn’t want growth? Maybe something has changed. That person who is really good but has developmental needs in certain areas? Perhaps with some coaching, he is ready for this role. People will appreciate having the opportunity to discuss their goals with you.
Share your vision with the team: Your team can’t read your mind. You may have a grand plan that you want to roll out when it is fully baked, but while you are mixing the dough, they may be interviewing.
Think creatively about restructuring: Can you offer part time/job share or telework to that great employee who has been asking? Can you supplement skill or leadership deficiencies by bringing in some fresh thinking? Ask peers and trusted executive recruiters what other companies in your space are doing to address these common challenges.
Be honest with yourself about the skills of those on your team: Offering growth without the proper support will not set anyone up for success (least of all you). It is great to take a chance on someone and reward loyalty and hard work but also be realistic and adjust accordingly.
Brooke Fisher has been helping organizations (big and small) hire and retain top talent for over 20 years, while helping individuals realize their personal and professional goals by ensuring they’re working in their ideal environment. Contact her at: bfisher@andrewscole.com.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.