On average, a person changes jobs 10 or 15 times in his life, staying a maximum of 5 years in each position. For this reason, both the boss and the Human Resources department must be prepared for unexpected resignations.
The reasons can be endless: personal problems, professional development, not finishing fitting into the company, and so on. As it is a personal decision, little can be done to make the employee stay. But it is possible to persuade him not to leave. Managers can try to know the reason, and from there, negotiate for him to stay or let him go.
So how to avoid an employee resignation?
It is generally not a smooth procedure to carry out. If the quitting employee is valuable to the company. The company managers can try the following things to avoid employee resignation:
1. Initial communication to avoid employee resignation.
As said, it is a thoughtful decision made by the worker, in which the company could do nothing. So managers don’t need to blame that person for doing something they are fully allowed to do.
On the contrary, s/he should manages to wish employees the best in his new career and tells him that they are sad to lose a great employee.
In this first conversation, managers can ask questions to discover the reason, when will be his last day, if they have already mentioned it among their colleagues.
Managers need to ask this in a friendly way. Also, it serves to see if they can convince him not to leave without actually forcing him.
2. Present your counteroffer to avoid employee resignation.
It would be ideal for collecting as much information as possible about the employee’s problems and issues before the manager has planned for a counteroffer to stop employee resignation.
If it is a salary problem, before offering a hike, it will be better to check the company’s budgets. And if it is worth it to avoid leaving and if it is fair with the rest of the workers, managers can consider hiking the salary a bit.
But there can be many reasons, for example, if employees have to stop working for a time due to family problems. In this case, a salary increase will not make him stay.
But you can offer him the possibility to work from home or modify his schedule and be able to organize with one of his colleagues.
As said, the counteroffer has to be very thoughtful and see if it works with the business model. It may be useless since perhaps the new position he has obtained is the one he has always dreamed of, and for nothing in the world, would he resign. In this case, it only remains to wish him the best.
3. When there is nothing to negotiate
If the counteroffer is not to the liking of the worker, the best thing to do is not to insist more and facilitate the process. In this second conversation, managers need to ensure when employee’s last day will be, so there is no confusion.
An organization needs to think that he is an employee of value for your company. So, it will be appreciated if the employee makes everything clear to his colleagues, as well as information, data, files, etc.
Now managers will have to start the selection process as soon as possible. If the person to fill the vacant position begins before the last day of the person who is leaving, it will be ideal.
This is because that way they can train him and explain everything about what he has to do. There is also the possibility of promoting one of his colleagues and that he occupies his job.
The problem of employee quitting is not unusual
According to a recent Forbes post, there is a sizable percentage of talents dissatisfied with the attitude or work of their employers. In this sense, analyze the following figures: –
- That more than 30% believe that they will work elsewhere in 12 months.
- More than 50% claim to have different values than their employer.
- That more than 60% feel that their professional objectives are not aligned with the organization plans.
- More than 70% do not feel appreciated or valued by their employer.
Receiving any news that an employee has decided to leave the company is one of the situations that make managers worry.
Realizing that a worker has put aside his responsibilities in the office and will not the part of it can be suffering for any manager. Futures can often be seen as a backstabbing, especially for managers who tend to take things very personally.
Managers can follow this process if the employee has decided to quit. Although resignation from any employee is not what managers want to hear, it is inevitable. If managers handle the situation well, they can retain the employee or ensure a smooth transition when he leaves.