How are you managing record employee resignations? The year 2021 has been marked as the year of “the Great Resignation” and the pace is accelerating. In April, Four Million Americans resigned from their jobs. In June, you will find job vacancies postings to be 28.6% higher than prior to Covid. In Canada, 1 out of every 2 employees indicates they want to change companies. South Korea is even higher. In Italy, Spain, and France, the normally quieter period for career changes of July and August promises to be less about the beach and more about the recruiting suite. Want to know how to manage employee resignations? Keep reading.
What can you as an employer?
Firstly – with people who are leaving
Be sure you are conducting in depth exit interviews. Understand what you can do to be a more attractive firm of choice.
Secondly – consider how you may be able to use flexible working schedules
And conditions to attract and retain incredible talent that are not able to work full time.
Thirdly – ensure your employer branding programmes are top notch.
By using workflow automation, HR practices can speed up their workflows and achieve more accurate results.
No matter how blind or deceived you may feel by resigning, it is worth making every effort to maintain the good relations you have established with the departing employee. It is not only you who will be affected if the employee leaves, but also their close colleagues. So start thinking about what they can do, which is similar. This is a great opportunity to think about, combine or change roles with them. [Sources: 1, 12]
If the employee has announced that he or she is leaving the company, he or she may be willing to talk openly with you about his or her experience working with your team. You never know when you have professional or personal needs, so help the employee to request information about the company and projects, as well as references and recommendations. The outgoing employee can also help to recommend a replacement for their position and provide insights into the type of employee who could best fill their role. [Sources: 1]
If your employee does an open job search, dismissal can be nerve-wracking. When on the defensive line take a deep breath and remember that employees come and go as part of the life and business. When someone says he is stepping down and you are the new manager, you have to do everything in your power to react in the best possible way, especially when it happens to you. [Sources: 2, 6]
No one wants a valued employee to leave, but it is a regrettable by-product of the development of your employees so that other organizations use their services in the first place. Even if the employee is not a star, a dismissal can cause unwelcome disturbances. [Sources: 5, 6]
As a first step it is helpful to ensure that you understand the full scope of the employee’s work including short- and long-term projects and goals. It is beneficial for everyone if they understand the context of what an employee who leaves the company will and will not do on a daily basis. This will allow them to train their replacements when they are hired. [Sources: 1, 4]
Lastly – and most importantly – make sure your strategy is focused on the future and developing the capabilities and leadership you need for your customers of tomorrow.
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