Ensuring a smooth transition when an employee leaves; part 1 of 2
In an age where job turnover is higher than ever, it’s important for organizations to be smart about how they handle the pending or sudden departure of an employee.
In the first of this 2-part series, we offer three quick tips to help ensure a smooth transition when an employee is leaving on good terms.
- Allow the employee to personally share the news with their specific customers/colleagues. While this may seem like a curious approach at first, in most instances it is best to let the person explain why they are leaving in their own words. It leaves less to the imagination and most customers/colleagues will greatly appreciate the honesty.
- Have the employee be an active part of the hiring process for their replacement. If the departing employee was a competent and valued performer, why not take advantage of their institutional knowledge and have them weigh in on potential candidates to fill their shoes? They know the ins-and-outs of the job and what it takes to be successful in that position. It will be easier for them to help management sort the legitimate candidates from the pretenders.
- Let the employee serve as an early mentor to the replacement during the onboarding process and in introductions to customers. This may only be possible in cases of where the replacement is hired from within. But any amount of time taken to have the respected outgoing employee meet with, or help guide, the new staff member will be worthwhile. They can share valuable the “I-wish-I-had-known-then-what-I-know-now” kind of wisdom that only they can provide.
In part 2 of the series, we will offer food for thought on helping move on from situations where a well-liked employee is terminated.