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When someone leaves the team it is important to do the right things at the right times… with the right people.
It’s the moment any manager or business leader dreads. The unscheduled, “have you got a couple of minutes for me” where subsequently a rather sheepishly presented envelope is exchanged. You find yourself asking all sorts of questions… did I do something wrong? Did we offer enough support? Were we underpaying? Could we have promoted or motivated differently?
The fact is that whilst some of these factors may have contributed to the employee’s decision to resign, it is also part of business life that people will come and go. As leaders within your business, you need to be ready to respond in a timely fashion to ensure the wider business does not suffer during the transition period.
When the moment comes, what are your first thoughts?
Call HR and get a job ad ready and also get them prepped for weeks of application sieving and interview scheduling? Speak with the MD to see what additional finance may be available to improve the package on offer? Ask if there is a budget to use a recruitment partner?
A trusted partner, not a cost centre.
It is easy to see (initially) why a business would choose to keep things in-house… control and cost being strong deciding factors. However, in the absence of a dedicated team, it can put increase pressure on the current resource. After all, it takes time to filter through the applications and it can feel like you are waiting for a needle to fall in your haystack.
A good recruitment partner should be able to find you quality applicants in a swift fashion and have you back to a full team quickly, and all the while, saving your internal team the pressure of sourcing, screening and qualifying.
Of course, the cost piece is a real consideration, however, the loss of a key member of the team for an extended period could have a much greater impact on the commercial performance.
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