The dreaded white envelope, an unexpected email, hopefully not a lazy Whatsapp...
Just when you think things are looking up after a tough couple of years, it’s a bombshell when an employee resigns unexpectedly. You’re caught off guard, it’s a shock to the system, in an SME business it’s almost personal, it hurts.
It’s awkward as the employee tries to explain ‘I’m sorry but… I’ve been offered a fantastic opportunity elsewhere/ I’ve been offered more money with less hours/I need to move on for my own development/Work life balance reasons’ and so on (delete as appropriate).
It happens. It happens on a daily basis, employees across the country will be handing in their resignations today, tomorrow and every day of this year, because they can.
It’s natural that people come and go, yet it still hurts. SME businesses can feel the loss more than larger organisations where there is an ability to cope better with short-term gaps in resources due to their size. SME owners may also take resignations from their business more personally, but they should look at turnover as natural business change; and not react to the situation desperately or by making rash decisions.
SME business owners run a tight ship. They don’t have the luxury of additional resources being able to step in at short notice to fill urgent gaps when an employee decides to move on; and this can cause real problems in a business.
To minimize the disruption to an SME business caused by turnover, there are a few things you can do.
Vacancy = opportunity.
Yes it’s a blow, but once you get used to the idea of an employee leaving, there are opportunities to be grabbed with both hands:
In the event of an employee resignation, you don’t want to be left high and dry. Don’t panic and don’t bury your head in the sand. There are several actions a business can take to alleviate the pain of losing an employee which allows them to move on and take appropriate steps to adapt to the change and natural business growth.
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