Making the Most of a Bad Situation: Recovering From Employee Turnover

turnoverEvery time an employee leaves your firm, you’re left with a challenge on your hands. Even the most well-planned exits can leave your company missing crucial skills, stressing out employees who are scrambling to cover the gap, and losing both time and money as you seek the right candidate to replace the person who left.

Turnover happens. But there’s hope.

Here’s how to make the most of the situation and find a replacement who will bring fresh energy and increased productivity to the job:

Conduct an exit interview.

If the employee is leaving suddenly, the exit interview can help you find out why. If the employee is leaving after only a few weeks or months on the job, you may find out why the job appears to be a poor fit for this person. If the employee is making a planned move like a retirement, you can learn from their years of experience about what works well, what could be improved, and what skills and abilities are essential for their replacement to have.

In short, there’s no good reason not to hold an exit interview. Questions like “What one thing would you change if you could?” and “How do you think we can serve customers better?” will help you gather invaluable information.

See who leaps at the opportunity.

An exiting employee means a gap in your staff and work unfinished. For many members of the team, it can feel like a crisis – but for your “rising stars,” it can be an opportunity.

You can learn a great deal about your existing staff by watching how they respond to the variable of having a team member leave. Begin by identifying the crucial projects the exiting person was working on, then asking for volunteers to cover that work until a new hire can be trained. Keep an eye on the staff who volunteer; they’re demonstrating initiative, commitment, and a willingness to take the lead that might make them prime promotion material.

Build a better relationship with your recruiter.

The moment you know you’re facing a turnover event, pick up the phone and call your staffing partner. Share with them the results of the exit interview and the essential skills and qualities the replacement staff member needs to have to get up to speed quickly. The more your recruiter knows, the higher the quality of their recommendations.

By building a strong relationship with your recruiter you will always have someone to turn to when you need recruiting and staffing help. At TERRA Staffing, our recruiters partner with our clients to help them find the right talent for your open positions. Contact us today to learn more about our strategic staffing services in Portland, Seattle and Phoenix.

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