Three Tips to Handle Turnover Like a Pro

By Adam Robinson,
July 3, 2014

Sometimes turnover is inevitable. Regardless of how happy an employee is with their company, or how long they have worked there, that “what if” in the back of their mind begins to grow stronger and stronger. And in some cases, that curiosity of what else is out there turns into a job offer. 

Decisions like these aren’t personal – your employees just need to do what is best for their careers and futures. With that being said, I would like to let everyone know that as of this evening I will no longer be 10498583_10152483974000979_3442995197423431449_oHireology’s marketing coordinator. It was a difficult decision, but Erin Borgerson and the rest of the Leadership Team have made my last two weeks with Hireology absolutely incredible. 

So if you ever find yourself with an employee who has just formally resigned, here are three tips to make the most of those last two weeks:

1. Hold regular meetings

The first thing my manager did was make a process doc. Anytime I completed a task, no matter how mundane, Erin wanted me to notate it. Of course she knew what projects I was working on, but it was the little things she needed to know about if she wanted to keep the department running smoothly. Since starting this list, we’ve met almost daily to discuss the best practices for these little tasks, and to determine who would take over after I leave. 

2. Prioritize projects

If your team is anything like ours, then you are more than familiar with operating at full speed every single day. Once an employee informs you of their decision to leave, you need to slow down. Sit down and figure out what projects must be completed before they leave, where good stopping points are on others, and what can be eliminated from their to-do list. Some things aren’t going to get done, and you need to realize that it’s ok. Your team will get back to normal, but for the time being, it’s going to be a bit chaotic. 

3. Start hiring

I gave my notice in the morning, and that afternoon a job description was posted. Now you may be thinking that it seems a little harsh to already be seeking a replacement, but it’s not. It has to be done, and the sooner the better. I was more than happy to Erin with the job description, and was relieved when I saw qualified candidates applying.

I’ve learned so much over the past two years with Hireology. It’s truly an incredible culture, and while I’m sad to go, I know I’ve made lifelong friends. All I ask of you is that if an employee resigns, to handle it just as Hireology did for me – with organization, prioritization, and most importantly, genuine happiness. 

Talent Management


About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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