5 Things Employers Must Do When Their Best Employees Quit

It might be an employer's worst nightmare, which has nothing to do with the company closing down anytime soon. It's rather seeing the company's best employees submitting their letter of resignation. An optimist may summon a fighting spirit, figuring that there's no other way but going up. But it might not be the case.

When the best employees quit, anything can happen. There should be a scramble among the remaining employees to keep their jobs, and it could be a complicated situation if the said company has satellite office(s). Can the employees (of a satellite office) keep up with the employees at the head office? Competency comes into play here, but the employees (of the satellite office) should count themselves lucky if the head office shows empathy. The remaining employees have to face another pressing issue: Can the company offer something else? No one wants to be a wage slave unless the said employee is in dire condition (and would do anything). If this would change the employee's mood, then the issue must be addressed right away.

Doing It the Right Way

Employers must not discouraged employees showing initiative. What could get worse than this one? Perhaps none. Employer only needs to listen to what an employee wishes to say, also plans to do. And it won't take so much effort to be attentive about it. There's a good reason to be hesitant about this approach, even resort to the "employee silence" tactic. (It's imperative to work on a tight budget.) Think of the long run, as this might not lure new employees. (If the company does hire new ones, then it must not ensure that they would stay for a few years at the least.)

It may be the best time for employers to show how they value their employees. There may be a universal truth about the company not really caring about its employees, but an exception could be made on this one. This may be the best time to show it. A superior can cheer up his (or her) team by bringing some food and drinks (for the one-hour break). A team-building activity may be a costly thing to do, but it would turn out to be a gamble that should be worth it. After all, an employer must need to lift up their morale. There may be complications, which has something to do with the next one. If would be a different if it's the employer (or manager). If he (or she) isn't good enough, then the employee has to think long and hard about it. To quit or not to quit? The next item might do.

Money talks? Salary would be an issue particularly in a department where it's impossible not to notice anything. And it won't end anytime soon. (Blame it on social media.) If a certain employee thinks there's no future in the company, then there are three options. The first one is the employee can arrange a meeting with his (or her) superior. If it's a salary raise, then you must not come unprepared. (Do your research, as figures would speak louder.) Work is the second option. How about a different working schedule? It might be too much if you're thinking of a remote job. It could create a precedent, which the company may stand to lose sooner or later. The third one would suggest that it's a personal matter. You might want to take a holiday, if not a sabbatical. Make sure that it won't be a long one, though.

The experience would be repeated until the lesson is learned. This has something to do with the employer, whom the employees may (or may not) be aware of. If this comes to light, then the employee has to assess his (or her) standing. Factors like the working environment could offset this problem. This would discourage some employees who have shown lots of promise, as well as new ones who want to make a good first impression. And employers must keep an eye on soon-to-be ex-employees who could bad mouth the company. It happens, and there's not much damage control that could be done on this one. They only need to make sure that they have put the issue(s) behind it, and start anew (on a positive note).

Don't lose communication. There should be mistrust after such a situation, which could turn silence into a series of awkward moments. Employers must make that big gesture, initiating the conversation when it's not called for. They must look at the situation in the long run. This is happening in a professional environment, and there's a job to be done. In other words, the show must go on.

Light at the End of the Tunnel?

This should be an interesting topic of conversation if it involves a head office and satellite offices. Where do employer and employees go from there? It may not be right to be hopeful about the situation. A cautious approach would be required, but it doesn't mean that this issue must be dealt on a weekly (or monthly) basis. If you're in the office, then you should know what to do. If you couldn't resolve the issues (or set it aside for a moment), then you still know what to do.