Regardless of whether it was a surprise or not, welcome or not, employee resignations almost always create a stressful and somewhat nervous work environment for everyone.

That’s why it is important to handle an employee resignation both quickly and effectively.

Here are some suggestions on how to best handle an employee resignation:

  • Decide on an end date that makes sense. Two weeks’ notice is typical. That might be perfect or you might need them longer, depending on the scope of their workload. Figure out something that works best for everyone.
  • Get it in writing. While there’s nothing wrong with an employee vocalizing that they are giving notice, be sure to ask for their resignation in writing. It’s good to keep on file and is documented proof that they chose to terminate their employment and when their last day is.
  • Decide how you will notify staff. Once the soon-to-be-ex-employee leaves your office, word will quickly spread that they have resigned. Nip that gossip in the bud. Prepare a quick message, while they are still the room, to distribute to whoever will be impacted, such as their immediate team.
  • Consider what to include in your message. Discuss how much detail to share when notifying everyone. Whatever you include in the message, be sure to include a brief statement wishing them good luck on the new opportunity – even if they weren’t the most stellar employee. It’ll help ease the tension the other staff may feel at knowing someone resigned.
  • Determine how tasks will be distributed. Employees are usually willing to help take on additional work while in a transition period. But be sure to give them an estimated time frame for how long they will be doing the extra work. They’re less likely to be upset if they know the end date. If it’s going to be too much work to share among the team, will you hire on temporary staff?
  • Make sure the departing employee shares what they know. Some jobs are very specific and difficult for people unfamiliar with the job to pick up easily. Have the departing employee train someone or share any tricks or insight on how to best do the job.
  • Decide on a replacement. Will you need to hire someone new to do the job? Will you promote someone from within? Are you going to hire on your own or use a staffing service?
  • Have an exit interview. Understand why they are leaving. Find out what they enjoyed about the job and what they thought could be better. It can help you when onboarding someone new and in building a better organization in general.

At Masiello, we can help you find a workforce best suited to your business. If you find yourself hiring new staff, or are simply interested in more information, contact our expert staffing and recruiting team.

Attracting, screening, interviewing, and hiring are our specialties. We’d love to tell you how our services can benefit your organization.