Planning for Unexpected Departures

Identify and develop potential successors within the organisation who can seamlessly step into the departing employee’s role.

Ensure that team members have a basic understanding of each other’s responsibilities through cross-training, minimising disruption when someone leaves.

Encourage employees to document their processes, workflows, and key information to ensure a smooth transition for their successor.

Conduct thorough exit interviews to gather insights into the departing employee’s reasons for leaving and areas where the organisation could improve.

Provide a transition period where the departing employee can hand over their responsibilities, answer questions, and assist in training their successor.

If the departing employee has important external contacts, facilitate the transfer of those relationships to someone who will continue to maintain them.

Address the departure openly and positively, reassuring remaining employees that the organisation is prepared to adapt and thrive.

Use feedback from exit interviews to implement changes that address underlying issues, fostering a healthier work environment.