How to Manage Resignations EffectivelyBy: Jack Hogan
After speaking to hundreds of small business owners, I found out that one of the things they dread is receiving resignation letters from employees. Sometimes it can come as a complete surprise and can cause business owners to question their management and leadership skills.
Employees resign for many different reasons and most of the time it is out of your hands - when someone is relocating to another country to pursue their passion for wine tasting there's very little you can do about it except wish them luck.
If your employee decides to leave, there are some things that you can do to make the whole process run more smoothly. To help you manage the employee resignation process, here some are tips and advice that I have learned from experience:
What to Do When An Employee Resigns
1. Accept the resignation – The first thing you need to do is decide whether or not to accept the resignation, particularly if it is an emergency resignation whereby no notice period is provided. Employment law states that employees must provide adequate notice prior to resigning. This is usually one or two weeks depending on how long the employee has been employed. This is basically to allow employers time to find a replacement or to reallocate tasks to the remaining staff.
The majority of resignations are accepted by employers even if they are short notice because they realise that having someone who does not want to be there in the office can affect the rest of the team's morale and productivity.
2. Write an acknowledgement letter - If you decide to accept a resignation, it is best to write a reply letter to the employee to acknowledge their resignation even if you have already verbally agreed. Your resignation reply letter should agree to the resignation date specified and also include some kind words of appreciated for your employee's continue performance at work. This gives them peace of mind that they will be able to resign without any unresolved issues and also shows your appreciation for their commitment at work.
3. Plan Ahead – Along with from recruiting another employee for the vacant position, you may want to take a look at your employee turnover rate to make sure employees are not resigning due to poor work design such as work overload or inadequate tools for tasks.
Have there been a high number of resignations lately? Do all the resignation letters have the same reason for leaving? A few clues that your employees may be unhappy with the work arrangements can come from asking your employees for suggestions on how to improve productivity.
A resignation signals the end of employment for an individual but can provide a good opportunity for business owners to improve their business long after that individual has gone. Always aim to learn from resignations and do not fear them because they can be a very valuable method to learn from workplace mistakes.
© Copyright 2012, Jack Hogan
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