The cost of an employee separation can be significant, and the impact may have little to do with the type of separation – meaning voluntary or involuntary.  In either situation, the employee needs to take immediate action and execute a strategic plan and process to mitigate the issues associated with transition.  Hopefully, you have a plan and process.  If not, here are five (5) strategies to consider for an effective transition.

  1. Involuntary separations are generally planned and should be well documented, therefore there is time to identify how the role and responsibilities of the exiting employee will be reallocated to other members of the workforce, outsourced, or redesigned.  Voluntary resignations (even retirement) also generally provide adequate time to execute a plan and process for success.
  2. Have the departing employee update standard operating procedures, manuals, or processes related to how they perform and complete their tasks successfully.
  3. Before posting the position for a new hire, review the job description and update it accordingly to ensure it accurately reflects the current, not past, role and responsibilities of the now vacant position.  You are replacing the position, not the person.
  4. Conduct an exit interview and gather feedback to identify trends and patterns of cause for the departures of regrettable losses.
  5. Dedicate time and resources with leadership to develop, implement, and maintain an effective succession plan for your workforce.

Insight: The immediate negative impact on a business can cripple a workforce or the entire business depending on your size.  Don’t view separations as something of a surprise or a situation you deal with whenever it might happen.  It will and does happen all the time, most employees change jobs now every 2-3 years, therefore you must recognize this fact and plan accordingly for how you will retain intellectual capital, perform knowledge transfer within the organization, and utilize organic resources to maintain product and service delivery. Establishing a relationship with an HR Advisor who can design, implement, and train you on how to maintain effective transition and succession programs is key to your continued success and sustainability.  To learn more and have a discussion about your business goals contact Warren Cook at TAHR Services by scheduling a free discovery call today.

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