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7 Ways to Provide Stability for Your Team After an Employee Departs

7 Ways to Provide Stability for Your Team After an Employee Departs

When an employee leaves your team unexpectedly, it is understandable that everyone involved will feel a sense of loss, confusion, and even anger or frustration. However, leaders and managers need to take steps to minimize the negative impacts from their employee’s departure on their team members and company’s bottom line. Check out these seven ways to provide stability for your team after an employee departs.

 

1) Create a task list

1. Acknowledge the situation and thank the departing employee for their contributions.
2. Discuss the departure with your team and provide reassurance that the company will continue to move forward.
3. Reevaluate job roles and responsibilities to redistribute workloads evenly.
4. Bring in new team members or utilize existing staff to fill any gaps in coverage.
5. Take some time to reflect on your own leadership style and see if there are any areas you can improve upon.

 

2) Update responsibilities

As soon as you find out that an employee is leaving, it’s important to update the team’s responsibilities. This way, everyone knows what needs to be done and can adjust their workloads accordingly. Additionally, this will help minimize any disruptions caused by the departure.

 

3) Keep open lines of communication

After an employee leaves, it is important to keep open lines of communication with the team. This will help ensure that everyone is on the same page and that there are no surprises. Additionally, it will allow you to provide updates on the situation and answer any questions that team members may have.

 

4) Stay focused

It can be difficult to stay focused after a team member leaves, especially if they were close to you or held an important position in the company. However, it is important to remember that the show must go on. Here are a few ways you can stay focused

 

5) Plan ahead

Losing a team member is difficult on any organization, but there are ways to minimize the negative impacts. Leaders and managers can provide stability for their team members by planning ahead. Look out 6 months and imagine what your team looks like without the missing person. Then share that vision with your team and help them execute it.

 

6) Utilize the opportunity

While the departure of a team member can be difficult, it is also an opportunity for the remaining team members to step up and fill the void. Additionally, it provides an opportunity for the leader or manager to get creative with how they utilize their remaining team members. This is the moment when extraordinary employees can shine and prove their abilities to take on more within their role and/or grow into their next role.

 

7) Avoid overworking employees

When an employee leaves, it can be tempting to try and make up for the lost productivity by overworking the remaining team members. However, this can lead to burnout and resentment, and ultimately do more harm than good. Instead, try to redistribute the workload so that everyone has a manageable amount to do. However, do not burn out the team members that are loyal!

 

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