If you have managed people for any length of time, then you have had a resignation. There are times when this might b e a good thing. You and the employee both know at some level that the relationship isn’t working for either and this is the right next step. Hopefully this is the exception, not the rule. Too often the resignation is from a reliable, high performing individual and comes at a busy time for the company.

If you run a small business like I do, then it is tough to be without an employee for long. The temptation is to post a position and spread the word that you need a person who can do the same tasks as the person who left. But is that the best course of action? Are your services and customers the same? Are you using exactly the same technology? What current employees are ready for a new challenge?

I haven’t always stopped to reassess needs but I try to at least take a breath before hiring. I have found it to be effective to discuss the role with both the person leaving as well as other staff members. I ask them what skills they think are needed for the job and whether the job should be redesigned. This might be an opportunity to split the job into two positions and hire for different skills. (i.e. managing a database and a social media manager). It might be a job sharing situation or part-time positions. My approach doesn’t feel very scientific… it is fairly subjective. If you use a quantitative methodology, I’d love to know about it.

What has worked well for you when an employee leaves? Do you do an exit interview?