Organisations should consider implementing post-termination restrictive covenants, conducting exit interviews and ensuring that an appropriate replacement is found through a strong recruitment process.
It can be frustrating for a company when a member of staff hands their notice in. Despite the inconvenience of losing a resource this can also raise concerns that the employee will take the skills they have learned to their new place of employment, alongside any clients they have built up a relationship with. Their departure may also result in a detrimental effect on general employee morale, with the remaining workforce being concerned about their workloads going forward. It is therefore essential that organisations maintain clear procedures for responding to this situation.
Business owners can reserve the right to restrict departing employees from acting against their interests through the implementation of post-termination restrictive covenants. Written as separate clauses in a contract of employment these covenants can be used to prohibit the employee operating in competition, sharing any confidential company information or stealing established clients for periods of time following the termination of their employment. It is good practice to remind the departing employee of the obligations placed upon them alongside the potential consequences of breaching this agreement.
Whenever an employee announces they intend to leave their position, managers should always ensure an exit interview is conducted. Within this meeting, the employee can specify their reasons for leaving and outline if any changes to their working day could potentially convince them to stay. For example, it may be that personal reasons outside of work are making it difficult for the employee to retain their usual hours, or they have seen an opportunity for a higher salary at another company. Managers can use this information to negotiate with the employee and identify any additional issues within the company in general.
If the employee does decide to leave, management should communicate with their remaining employees in order to reiterate the company’s commitment towards them. It should be remembered that high levels of employee turnover can be damaging and costly to a business and should be avoided. If there are issues with employee morale, an investigation should be conducted and key changes considered. This could include evaluating workloads to see if there are enough members of staff to process current demand.
When replacing departing employees, it is essential that the recruitment process focuses on the key requirements for the role. This can be undertaken by establishing clear selection criteria and scoring methods that can ultimately help to identify the strongest candidates. Taking these steps at the start of recruitment can help to avoid more time, and money, being spent in the future.