In the context of a professional activity, it is possible that certain events have completely upset everything that was initially planned. The hasty departure of an employee can, for example, quickly become problematic for the company and the teams working with him.
The first question that arises as a director with the help of entrepreneurs is why? If the climate in your company is delusional, rumors are all rife and if you don’t control them, they are likely to have an influence profit.
However, in this type of situation, several questions arise for you, business leaders and directors: how to manage this hasty departure? Should I replace the employee? What is the real lack in terms of skills and abilities? How to manage the notice? Response elements.
Do not act in haste
Before anything else, take the time to ask yourself the right questions, and not act in haste. A rushed department is an exceptional event, name of companies before you have already paid the price. The departure of an employee, even key in the organization of your company, is never insurmountable. Take the time to ask yourself the right questions:
– The real lack in the company after the departure of this employee and the need for a replacement: If I paid him part was a specialist in a very specific field such as accounting or IT, a replacement must be retained. If the employee is a specialist in commercial management or human resources management, it is possible to opt for a replacement internal to the company and to constitute a salary at the disposal of the new job executor.
– the direction of the notice: more legal than anything else chose, this question must however be precise. The length of the previous period is usually mentioned in the collective agreement or in the employment contract. Take a good look if I paid him respect for this expected duration. If necessary, legal action may be taken.
– management vis-à-vis other salaries: another important question to be managed with seriousness and rigour, information to the other employees of the company. A hasty departure is often the occasion for internal rumors within the company. Do not hesitate to read the letter of transparency, to mention in advance the reasons of the department if you know them, or to make known them of those that you obtain more information. These moments are crucial for the cohesion of your team, and do nothing in case it would end the atmosphere.
Prevention is better than cure
Even if these events can occur without you even suspecting it, it is important, after the fact, to think carefully about the reasons which led the employee to leave the ship in full cruise. No one is blameless, not even you. So to avoid any other hasty and unforeseen departure, do not hesitate to ask yourself the right questions, to try to understand the reasons for this departure, or even to suggest a discussion, outside the workplace, with the employee who has left for Better understands the reasons for his actions. This can only be beneficial for the continuation of your activities, and this for you even help you to understand your possible errors and to avoid repeating them in the future.