4 Steps to Take When a Superstar Employee Resigns

We like to think that our employees will stay with us forever, especially when they seem happy and fulfilled. But there’s no avoiding the fact that, eventually, some of your best team members will leave—whether for other opportunities, more money or benefits, or life or lifestyle changes. 

Losing a stellar team member, regardless of circumstances, can leave you with a range of emotions and a lot of questions. Here are a few strategies for handling the situation—and how to learn from these experiences for future recruiting and hiring success. 

1 | Do damage control if needed. 

Did you handle the conversation in which they told you of their resignation poorly? If so, take steps to fix the damage so you’re not burning bridges. Apologize in person, by phone or even by email. Use “I” statements and accept ownership of your actions and emphasize that you’re not proud of how you handled it. It doesn’t need to be a long apology, but it needs to get a new conversation started and help you to begin repairing the relationship. 

2 | Learn why they’re leaving by asking the right questions. 

In some cases, the reasons may be clear cut: Perhaps they found a similar job at a location that cuts their long commute in half or perhaps they want a change in industry. If not, it can be helpful for your future hiring to learn why they decided to depart. Conduct an exit interview to uncover reasons that might impact your ability to hire and retain other employees.  

Here are some questions to ask when an employee resigns: 

3 | Communicate clearly with staff and show concern. 

Communicate as clearly and consistently as you can with everyone who is impacted by the departure at the company. Avoid basic statements such as “John is no longer with the company,” and focus on communicating the value the individual brought to the team, the fact that they will be missed and that you have a plan to fill the gap they’re leaving. The intention is to address the loss, and then share the path forward. 

4 | Create more clarity around the departing employee’s role.  

Your business almost certainly has changed since the departing employee took the job. Instead of dusting off an old job description and scrambling to hire, review the current business needs and hire for those. By determining ahead of time why you need this role—and whether you do still need it—what the new employee’s responsibilities will be and what results you expect from them, you can create a stronger job description that sets expectations and objectives clearly upfront.