Posted by Robert Half on 12 November 2014
No matter what you do, some staff turnover is natural. Don’t beat yourself up if someone begins to look elsewhere. Have a strategy in place on how to identify employees looking to resign and how to handle it.
Look for the signs that point to resignation
Keep an eye out for unhappiness in your camp:
- A substantial change in attitude to work or a drop in productivity probably indicates someone is unhappy.
- Longer lunch breaks and frequent absences can signal an employee is heading for interviews.
- Watch out for a suit in an otherwise casual ofﬁce. It could show an employee is organising catch ups around work hours.
Handle with care
Ask an employee honestly if they are planning to resign. If you think you’ve spotted a wavering team member, follow our easy tips:
- Find out if the employee has already accepted another position. Explain to the employee how valuable they are and where you can see them heading with the company if they remain.
- Allow your best employees the chance to return if the other position doesn’t work out.
Exit this way
It’s important to have your goodbye procedure sorted. For example:
- Hold an exit interview. It’s a great way to ﬁnd out why an employee is leaving and whether there are elements of your company that can be improved. Make sure to keep your emotions under control and thank the employee for their help at the end.
- If the exit interview uncovers problems with your organisation, resist the urge to reject criticism. Instead, view it as an opportunity to improve your operation.
Staff will come and go. Turnovers are a natural part of business. It’s how you handle them and what you learn from them that matters most.
Need more information? Here are 4 tips to prevent a staff resignation from getting awkward.