Most everyone has experienced first hand the frustration when a key employee hands in their notice just as the business is entering the busiest phase it has seen for months. Stress levels skyrocket. For everyone. The departing employee’s direct reports start questioning the stability of the organisation. Will their team now be reorganised? Will they still have a job in three months? Should they get their CV’s out on the market now; just in case?
The departing employee’s peers start thinking about the extra workload that will be pushed onto them (probably without any addition compensation). Is it worth putting up with this? “This might be the time I should start looking around” becomes a common statement in the coffee room.
There is a serious management issue developing. The manger responsible is busy initiating the search for a replacement. Their main concern: “What knowledge is about to walk away from the company; for ever?”
A time bomb has appeared in the office. The fuse has been set. When the period of notice is finished - the departing employee will be gone. Will anyone else resign as well? Then what happens?
Does the above refer to a problem you can identify with? I have come across it again and again, and been placed in the front line to deal with it. I have had to deal with it as an employee affected by others leaving, as a manager losing a team member, as a business owner when key people depart, and as a consultant being asked to cover departing (or departed) employees until the business is re-stabilised.
It is such a common problem that some years ago I decided to focus the business on helping businesses minimise the impact of employees leaving. This book describes the approach we use.
The objective of this book is to help you manage the exit of one employee and the induction of another with the minimum impact on your customers, your staff, your suppliers, your business, and your profitability.
The book is not put forward as a wonderful piece of literature. The emphasis is on getting information and ideas to you that have worked for us.
Check back for updates regularly. We will improve the structure and content as time goes by for two reasons. Firstly we want our customers to be able to learn everything from our books, videos, and white papers so they can benefit from our experience without needing to employee our consultants. Secondly we believe strongly in iterative solutions. Where there is a procedural problem it is usually better to continually improve the process rather than try and develop the perfect fix before implementing your change.
Many of the ideas presented here are deceptively simple. We encourage you to think them through and try them several times rather than academically judging them as you read. The process we present works for us, and it can work for you, if you work it.
The departing employee’s peers start thinking about the extra workload that will be pushed onto them (probably without any addition compensation). Is it worth putting up with this? “This might be the time I should start looking around” becomes a common statement in the coffee room.
There is a serious management issue developing. The manger responsible is busy initiating the search for a replacement. Their main concern: “What knowledge is about to walk away from the company; for ever?”
A time bomb has appeared in the office. The fuse has been set. When the period of notice is finished - the departing employee will be gone. Will anyone else resign as well? Then what happens?
Does the above refer to a problem you can identify with? I have come across it again and again, and been placed in the front line to deal with it. I have had to deal with it as an employee affected by others leaving, as a manager losing a team member, as a business owner when key people depart, and as a consultant being asked to cover departing (or departed) employees until the business is re-stabilised.
It is such a common problem that some years ago I decided to focus the business on helping businesses minimise the impact of employees leaving. This book describes the approach we use.
The objective of this book is to help you manage the exit of one employee and the induction of another with the minimum impact on your customers, your staff, your suppliers, your business, and your profitability.
The book is not put forward as a wonderful piece of literature. The emphasis is on getting information and ideas to you that have worked for us.
Check back for updates regularly. We will improve the structure and content as time goes by for two reasons. Firstly we want our customers to be able to learn everything from our books, videos, and white papers so they can benefit from our experience without needing to employee our consultants. Secondly we believe strongly in iterative solutions. Where there is a procedural problem it is usually better to continually improve the process rather than try and develop the perfect fix before implementing your change.
Many of the ideas presented here are deceptively simple. We encourage you to think them through and try them several times rather than academically judging them as you read. The process we present works for us, and it can work for you, if you work it.
