A manager recognizes who the top performers are in a team. Part of their job is, of course, to motivate others to perform just as well. Another important part is to make sure that their top performers stay on the team. However, the current climate is wont to disrupt a lot of career plans and corporate road maps. There will be some shuffling, reallocating, moving, and leaving. These movements are part of an organization’s life cycle and some managers may, at some point in time, find themselves having to say goodbye to a key team member.

Whether it is for temporary reasons such as an extended leave or a long sabbatical, or due to something more permanent like resigning from the job, the loss of a key team member can be difficult to manage. This is especially true in these times when small to medium businesses need all hands on deck. The departure can cause retention issues with remaining members. What can you do to ensure that the loss of a key player doesn’t have a negative impact on the rest of the team?

Open communication lines

If the departure is sudden, the rest of the team will speculate. Don’t let their imaginations run wild. Let the team know the reason why one of the team members is leaving. You don’t have to go into specific details. It is not a manager’s place to share the reason for quitting. But giving your team enough information will alleviate any fear or anxiety for the remaining teammates, since nowadays, a lot of people leave companies for health reasons or to move closer to loved ones. 

Let your team know how this will impact the workload

Set their expectations about how work will be distributed. If you’re running a tight ship and can’t afford to replace the team member, you will have to re-assign and distribute the workload. This could be the perfect opportunity for you and your team to create a game plan together. Let them know that their help will shape the direction of your company moving forward. This move will help improve employee engagement and could potentially boost productivity and motivation. It could also be an opportunity for other team members to step up. 

Check-in

Make sure that in the days following an employee’s departure, you are checking in with the rest of the team. How are they coping with the new workload? How can you help them navigate this transition? Regular check-in with the team will ensure that no issues creep up and catch you off guard. It will also ensure that the team operations stay cohesive. 

Plan to hire

The additional responsibilities may throw off a team’s balance and make the remaining members feel overwhelmed. In this case, let them know that you are looking at finding a competent replacement. Give a timeframe if possible.

What are your tips on navigating the loss of a team member? Share them with us in the comments. Remember to work smart and be a blessing to someone today. Stay safe and healthy!

Written by Jaie O. TheHelp