When a team member leaves it can be very frustrating, disrupt the business and even affect your long-term plans. However, people move jobs more frequently these days. Here’s 5 tips on what to do when a key team member decides to move on.

As talented employees grow and develop in their careers, it is inevitable that some will decide to branch out and move to another firm.

Be supportive

Congratulate them on their new opportunity. Thank them for their contribution to your firm, remind them (and the rest of your team) of the highlights of their time with your firm.
You want them to leave on good terms and to remember your firm for the right reasons; that way they will be an ambassador for your business in the future.
What’s more you want the remaining people in your team to know that they are working in a great place, with a supportive boss.

Ask questions

Ask them what they are excited about in their new role. This is an ideal opportunity to find out what may not have worked out for them at your firm; that might allow you to adjust the role in the future, and certainly address any potential issues.

It can also give you some ideas about what makes other firms more attractive from a career perspective. This could inspire some new thinking around career development at your own firm.

Reassure your team

Your team will be disrupted when somebody leaves, whether they were a supervisor, or a team member. Uncertainty can lead to loss of morale and productivity. Talk to your team about what’s happening and keep them up to date.

Business as usual

It is important to avoid burning bridges. Today’s business world is increasingly networked meaning you may well cross paths again in the future.
While they are working their notice, avoid cancelling meetings, etc. Unless their role is highly sensitive (and not many really are), include them in day to day matters up until the end of their time at your firm, you want them to leave feeling good about your business.

Finding your new recruit.

Don’t try to immediately find somebody with the same skills they had. What are the skills and competencies you want in your team now; things may have changed since you took them on.
Is there a chance to promote internally, or adjust roles in the firm? This could give greater staff loyalty within your firm, and mean you look for an easier to find (and lower graded) replacement.
Finding a replacement is often best done by keeping in close touch with your network, rather than “simply” advertising. If your network is well maintained, you could start by asking who they know (don’t forget to ask existing staff either). LinkedIn can be a good way of addressing your network, and don’t forget to post the details on your website either.
At Alan Patient we have people move on from time to time. It can be sad and a great opportunity. If you’re looking for a role, we might have one on our vacancies page.