![]() Left untended, they will seek alternative opportunities that provide more challenges, growth, and rewards. For the sake of your reputation and mine, let’s take the high road.” She adds, “Do things right so there’s no bad blood.” Further Reading She recommends saying something like, “I appreciate the contributions you’ve made and I understand that you’ve had a tough time here. If your interactions with the employee have been difficult and you sense hostility in the departure - in other words, he can’t wait to leave - you need to “figure out what can be salvaged,” says Lechner. Once the news is delivered, Claman advises “muting your inner response of: What? Why? You didn’t tell me!” Instead, she says, “breathe” and “even if you’re upset” do your best to engage in a “warm and friendly conversation about future plans.” In the modern workplace, “people come and go over and over again so it’s important to maintain relationships,” she explains. “They probably already have a start date at their other company.” Besides, she says, when an employee blindsides you, “you need to ask yourself: do I want this person here anymore?” Two weeks is common, but if the employee is leaving for an internal position, “there is often some flexibility to negotiate for a slightly longer lead time,” says Claman Although you can always ask the employee to stay longer, “don’t expect flexibility,” Claman says. At others, people are required to work out a notice period - typically two weeks - stipulated in their employment contract. At some organizations, policy dictates that the moment a person offers a resignation “you cut their employee ID card in half, call security, and escort them out of the office,” says Claman. ![]() It’s important to first understand your company’s HR procedures for handling these situations. “You’re left psychologically and practically without a point person.” Here are some tips to help you manage the separation and make the transition as smooth as possible. If you’ve grown to really rely on that person, “you may feel deserted and alone,” says Anat Lechner, a clinical associate professor of management and organizations at NYU Stern. Abrupt employee departures are especially hard on the psyche. “It’s probably a frustration you haven’t had for a while - and if you’re a relatively new manager, you might not have ever experienced this before,” says Priscilla Claman, the president of Career Strategies, a Boston-based consulting firm and a contributor to the HBR Guide to Getting the Right Job. Unexpected resignations present big challenges for leaders, especially those unaccustomed to dealing with them. Once you get over the shock, how should you respond? How do you cover her responsibilities? And how do you make sure that the rest of your team isn’t overburdened when she leaves? Before you even close the door, she tells you she’s found another job and is leaving the company. It’s Friday afternoon and one of your employees asks for a private meeting.
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