When an employee leaves an organization it’s easy to focus on the negative. There’s going to be a cost associated with hiring and training a new employee as well as a decrease in efficiency until that new person becomes fluent in that position. However this is also a great time to take a look at your HR practices and determine if something needs to change.
Did You Do Something Wrong?
If the employee has left on a negative note, YOU did something wrong. Some leaders will complain about how their employee wasn’t performing or how they didn’t have the skills or the work ethic. In order for you to avoid this situation in the future, you need to take the blame. Where did YOU go wrong in this situation? Did you hire the wrong person? If so, you need to run a diagnostic on your recruitment process and find out exactly what you failed to measure and how that employee made it through. It’s possible you had the right employee, but you were unable to engage them, empower them to perform or retain them. An exit interview could help you establish exactly why the employee left, and help you to address the issue before you start looking for someone else.
Did You Do Something Right?
If your employee is leaving on a good note, because they’ve outgrown the organization and have no place to move upwards, then you’ve done your job as an employer. It’s frustrating to have to replace someone that you have invested time and money, training and developing, but you won’t attract top talent if you’re not willing to invest. You can use this to your advantage in the recruitment process. Market yourself as an incubator for top talent and plan for those ambitious individuals to move in a few years. This will help with your HR planning and brand you as an employer of choice.
In the end you need to take a hard look at all of the factors involved in someone’s exit from your team. Then you need to determine if you have an issue that needs to be fixed, or an opportunity that you can take advantage of.
About the Author
Scott Keenan is a Recruiter for Priority Personnel Inc., with several years’ experience recruiting in both the public and private sectors in addition to marketing and social media roles. As a self-described professional cynic, he provides unique insight into modern recruiting from both the recruiter and candidate’s perspective. You can follow him on Twitter or connect with him on LinkedIn