This excellent blog post by was written by Kristy Schoenberg (Entrepreneur, Startups and People Ops Enthusiast)
Long gone are the days of staying with a company for 30 years before collecting that prized gold watch. Today competition in the job market is fierce — but it’s not just the job seekers problem anymore.
When a valued team member quits his or her job, it can set off a chain of difficult events for the company — and the co-workers they leave behind.
First — bosses and teams often find themselves scrambling to divvy out the workload. Most (if not all) of the resigning individuals intellectual property is destroyed — and this can cause great frustration for all parties involved.
Second — depending on the talent that left — many of the remaining team members may feel shaken up over the loss — especially if they were a close friend or colleague. They may feel demotivated to continue working for a short time, and this can be disastrous for company productivity.
And third — hiring a replacement isn’t easy. Resumes flood in for unqualified candidates — tons of interviews — who has time for that?
Yet people managers everywhere still don’t get why their employees leave. Or more importantly how they can get them to stay.
Here are some simple tips to help you keep your team members on board (and keep them happy).