Whether your employee quit or you had to terminate their employment, remember that everyone that enters and exits your company can potentially be an ambassador about how good or bad your company is. Unless the employee is being terminated for gross misconduct, you want to still treat them with respect because the last impressions affect people the most. So the next time your employee leaves your company, consult your HR Advisor and follow these steps:
- Hold an Exit Discussion– Although having a discussion about an employee leaving can be awkward, it is absolutely necessary to address any outlying issues at hand and to offer them your best wishes. You want to also make sure not to say or present anything that can be used against you if they decide to sue you after they leave.
- Develop a Succession Plan– Hopefully, you have been kept in the loop & received frequent updates from your employee before their exit date so this process will run a little smoother. The purpose though is to develop a plan of how the tasks will be temporarily handled and then a strategy for a permanent replacement.
- Conduct an Exit Interview– Not enough small businesses do this and it is super beneficial. Exit interviews, while biased, can present meaningful insights into the side of your business that you can’t see. It is best to have your HR Advisor conduct the exit interviews so that the exiting employee will feel open to share.
About the Author:
Hennither Gant is the CHRO at Career Image Solutions. She has a passion for empowering career professionals and businesses with her HR expertise.