Management Lessons: What To Do When Someone On Your Staff Quits
July 4th 2008 01:01
In the past month, I have lost two employees, one I hated to see go and the other…well, let’s just say she had good timing. With the former, she had a better offer with a position that was a step up. I couldn’t blame her for going, but since she had just started reporting to me, I had hoped to put her in a position to move up in the organization. She was smart and dedicated. Unfortunately, her previous boss at our organization kept piling stuff on her without giving her a better title or any additional money. She felt like she was being taken advantage of. If I was in her shoes, I would have been sending out my resume as well.
Losing that employee was not good, it put me in a bind and I had to rework a number of job duties. I also hated the fact we were losing what I considered an A employee.
The latter employee I mentioned above was more of a C employee. I was glad to see her go. She barely did her job and she couldn’t manage any of her staff. Things were getting out of control in her department. If she hadn’t left on her own, I was not too far off from having her fired.
So I found that losing both of these employees, whether I liked it or not, gave me an opportunity to reorganize my operations. This helped me move people to better positions where they better fit. If they were C employees, it helped me to expose that fact so I could move them out faster.
Losing an employee is going to be what you make of it. Look at the opportunity you have and fix those spots that aren’t working so well.
Losing that employee was not good, it put me in a bind and I had to rework a number of job duties. I also hated the fact we were losing what I considered an A employee.
The latter employee I mentioned above was more of a C employee. I was glad to see her go. She barely did her job and she couldn’t manage any of her staff. Things were getting out of control in her department. If she hadn’t left on her own, I was not too far off from having her fired.
So I found that losing both of these employees, whether I liked it or not, gave me an opportunity to reorganize my operations. This helped me move people to better positions where they better fit. If they were C employees, it helped me to expose that fact so I could move them out faster.
Losing an employee is going to be what you make of it. Look at the opportunity you have and fix those spots that aren’t working so well.
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