Team morale can plunge when an employee leaves the firm. Remember the three main considerations when someone wants to leave.
- Conduct appreciative interviews instead of exit interviews. Make the most of the opportunity to find out why this person was attracted to the firm in the first place. It will help to find new staff in the future. On the other hand, take note of why the staff member is leaving. This gives you the opportunity to record ways you can improve your remaining staffs experience, and prevent future losses.
- If possible, ask the person leaving to help to train their successor or to explain their duties to other members of the team, this saves you the time and money of having to retrain someone personally, or bringing in an expensive outside consultant.
- Be honest with the rest of the team, accept that people may want to leave the firm and congratulate them on their new position. It is not good for the morale of the rest of the team if those who want to leave are not treated well.
