Very few businesses can claim to be prepared for the loss of key employees. Quite often it is an unexpected and unplanned for an event that causes quite a bit of disruption to ‘business as usual’.
It is quite a gut-wrenching experience to see an employee you have worked with over time leaving your business. Even if the parting of ways is on good terms with a period of handover, you just know that there is so much information walking out the door with your former employee and there is nothing you can do about it.
And this is only just the beginning…
While labouring through a period of being understaffed and overworked you are then faced with the task of recruiting a new employee to fill the vacant position. This is followed by the inevitable probation and training period where, hopefully, the new employee comes up to speed and can pick up where the former employee left off.
The problem is: What exactly was it that the former employee did? They always seemed to be busy and on the rare occasion that they were absent due to illness, there were those problems that arose that were only truly resolved when they returned and took control and cleaned things up.
There has to be a better way…
Fortunately, quite a bit can be done to minimize the impact of situations like this on our business. And like most truly worthwhile solutions the steps required to complete this part of your business development does take some effort on your part.
There is an established path that you can follow to get your business in order and the benefits to you and your employees are much farther reaching than just minimizing the impact of key employees leaving you.
The following is by no means a definitive list of what is required. But it does give you some idea of the steps required.
By consistently following these steps for all positions in your business you will insulate yourself from some of the problems that occur when key employees leave your business.