How to React When an Employee Gives Their Two-Week Notice

How to React When an Employee Gives Their Two-Week Notice

It’s never easy to deal with losing an employee who is valuable to your organization – especially on short notice. How you deal with the situation depends on the circumstances.

It happens to every employer at some point. And the reasons for an employee’s departure vary. But in virtually every case, you face some of the same conundrums: How do you announce the pending resignation? Who needs to know, how much do they need to know, and when? How do you make sure you handle things properly, fairly and legally? Without a doubt, it’s tough to know exactly how to react to an employee’s two-week notice.

Step One: Get it in writing.

As soon as your employee verbally delivers the news of their resignation, ask them to put it in writing in the form of a letter. This protects you from unemployment claims or any other charges of impropriety.

Step Two: Minimize the disruption.

Employees quitting inevitably leads to some disruption in the workplace. But there are things you can do to minimize the stress and facilitate a smoother transition.

  • Ask them to wrap up loose ends. Get status reports and details on any ongoing projects. Assign other employees to pick up their work, and bring in temporary help as needed.
  • Give assigned replacement workers a list of their tasks, goals and responsibilities. This will help them understand the context, not just the daily to-do list, of the employee who is leaving. And if they’re not the permanent replacement, they’ll be better equipped to provide the right training.

Step Three: Find the best way to announce the news.

As you notify other stakeholders about an employee quitting, start with their own department and project teams. Consider calling a quick meeting for this purpose. Tell everyone you will appreciate their help during the transition, and inform them the employee’s last day is in two weeks.

  • Stay in closer-than-normal touch with the departing employee. Be sure they’re comfortable with your messages to others. Maintain their confidentiality, if that’s what they prefer.

Step Four: Conduct an exit interview.

Exit interviews are a great opportunity to garner valuable information about what your company is doing well and what needs to improve.

  • This is a rare chance to get frank, candid employee feedback. If you want to stay ahead of the curve, also include “stay interviews” in your talent management strategy as a source of employee retention information.

Staff turnover is inevitable – and there’s always an effective way to manage it.

The Frontline Source Group team of experts can help, whether your needs include crafting a smooth transition process, structuring plans for exit and stay interviews, or hiring temporary employees to keep your business running smoothly. Looking for a staffing agency in Fort Worth, TX? Contact us today to learn more. To find the branch closest to you, click here.

Category(ies): Blog
Published on: Apr 9, 2019