In a perfect world, your top employees would stick with you for decades. In reality though, most professionals remain with a company for just a few years. So what do you do when an employee hands in their two-week notice?

As one of Jackson’s top staffing firms, Staffers knows it’s never an easy situation. But here’s how to handle it to lessen the blow and make the transition go smoothly:

Be calm, don’t get angry.

It’s easy to lose your cool or get upset when an employee quits. But that’s the worst reaction you can have. Instead, keep perspective — there are other talented individuals out there looking for new opportunities, perhaps even some within your company. So while it might feel like it’s the end of the world, it’s truly not.

Instead, ask your employee when their last date will be so you can start planning. Also, don’t demand information from them about their new position. Keep in mind: You want to find out why they’re leaving, and putting them on the defensive won’t help you do that.

Make sure you meet your legal obligations.

At this point, it’s important to ensure you fulfill all your duties as an employer. These include paying all accrued wages, disbursing accrued benefits, and providing legal notices, such as continuation of benefits through COBRA and unemployment information. Also, if an employee signed a confidentiality agreement, or NDA, make sure you review it with them before they leave and that they’re clear on the terms.

Set up an exit interview.

It’s important to find out why an employee is leaving so you can avoid issues with turnover in the future. Ask questions about what they liked about your workplace and what they would do to improve it. In the end, you want to find out what you can do better next time so top employees don’t quit.

The exit interview is also a good time to confirm the employee has returned all company property and has not copied any intellectual property or confidential company information.

Fill the gap.

It may take a while to replace an employee who quits. In the meantime, what can you do to fill the gap?

You have a few options. You can delegate the person’s tasks to existing team members until you hire someone new. You can also bring in a contractor or temporary employee to help out. Whatever the case, the key is to not hire the first candidate who comes your way. Remember, you need to find someone who’s a great fit for your company and the position. That takes time.

Did an employee recently quit? Check out our Quick-start Guide to Hiring, or call Staffers to help you fill the gap and find the full-time professional you need. Since 1999, we’ve partnered with more than 300 companies throughout the Jackson Metropolitan Area to provide temporary and permanent staffing solutions. And we can help you too! Contact us today to learn more.

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