An employee’s resignation can generate various reactions in an organization. It can send shockwaves (“OMG, what are we going to do?”) that can cause a significant amount of disruption and scrambling. I have seen departments nearly come to a grinding halt because employees and managers alike, talk, and talk some more, as they project an “end of the world” scenario due to their coworker’s departure.
I’ve also witnessed organizations manage the impact of an employee’s resignation quite effectively and avoid the disruptions associated with an “end of the world” situation.
No quick fix exists to help you manage a resignation’s effect on your company. However, if you have developed a Talent Management strategy and are ready to implement your succession plan(s,) you increase the likelihood for organizational and operational successes, while minimizing the disruptions tied to turnover.
Do not hesitate to reach out if you’d like to discuss some strategic applications and how to prepare them.