When it comes to the wonderful world of employment, there is lots and lots (and lots) of advice on what to do – or not do – when it comes to resigning from your position and moving onto another job opportunity. We’ve all heard these popular words of wisdom for employees:
- Give at least two weeks’ notice
- Be professional – never quit in a fit of rage
- Don’t bad-mouth your former employer after you part ways
- Don’t burn bridges with past co-workers
- Leave detailed notes or turnover document that your manager can share with the new employee who may be hired to replace you
As you know, it’s important for employees to ‘play nice’ and leave their job on good relationship terms whenever possible. But what about managers? What can a manager do about maintaining a good employee relationship when a valued employee decides to move on?
What can a manager do about maintaining a good employee relationship when a valued employee decides to move on?
When an employee turns in her resignation, especially a star employee who has contributed greatly to the organization, the first reaction of a manager can be to panic and think “Great. Now what?” But the reality is – especially nowadays – that good employees come and go. And with the right hiring and transition plan, everything will be fine and time marches on.
On the other hand, it’s a small world! That’s why it’s important for managers and organizations to maintain good relationships with star employees even after they resign. Here’s how:
Tip #1 – Share the news, and keep it positive
Make sure that the necessary managers and colleagues are aware of the employee departure before it happens. Keep the news positive and upbeat, and send the employee off with well wishes from you and the rest of the team.
Tip #2 – Thank them and offer a reference
Saying thanks and showing the employee your appreciation for a job well done can go a long way in maintaining a strong relationship with the employee – even after they’ve walked out the door for the last time. Offer up a letter of recommendation or agree to be a professional reference for the employee’s future job searches.
Tip #3 – Keep the door open
Stay in touch with former star employees and keep the door open in case there’s ever a chance to work together down the road. There could be an opportunity for the employee to return to her former employer. Or maybe you’ll move on to greener pastures and there will be opportunity to reconnect and bring them on board at your new workplace.
If one of your employees recently left your organization and you’re looking to recruit some new star talent, A.R. Mazzotta can help. Our pool of CT candidates is strong, and we can have you back to being fully staffed quickly – and with quality employees. Connect with us!