One employee leaving a company is inconvenient. Multiple workers abandoning ship is a disaster scenario. Unfortunately, when it comes to employee turnover, the herd mentality is very real.

From management issues to culture clashes, there are various reasons that a large number of workers might opt to follow one of their co-workers out the door. Here are some tips for talking to your team after a worker resigns and avoiding a mass exodus:

Speak to Employees

If one employee has resigned and you suspect more could follow, schedule a time to speak to the team. Along with discussing the impact on the group, including reallocating resources so no one employee has to take on too much, try to evaluate what company policies might be causing the issue. For example, is a competitor offering workers a higher salary? Or maybe your own management tactics are to blame, and workers feel they don’t have enough freedom to grow or opportunities to advance. Work together to find a solution to the problem before more employees take their leave.

Discuss Hiring Plans

Rather than shut employees out of company hiring plans, strive to include them in this important decision. After all, the people on the ground likely know more about what it takes to succeed and thrive in a position than those in upper management. For best results, sit down with workers to discuss what qualifications and abilities a new employee should possess and determine if anyone on the current team has what it takes. With any luck, you can promote someone from within.

Hire Smart

Of course, the best way to avoid turnover is to hire the right candidates from the start… and to replace those who aren’t strong fits. Leaders in Boulder area staffing solutions, we specialize in finding the right employees for the job the first time, every time. From identifying the best active and passive candidates to performing employee screenings, we do it all for our clients.

Learn more about our services online or contact us to schedule an appointment with our team.

About Jackie Osborn, President

No Comments

Be the first to start a conversation

Leave a Reply

  • (will not be published)