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This is a key debate always - Why people quit?
1. They quit because they are good performers and their profile is not in line with their ambitions.
2. They quit becuase they are under performers and they are not growing.
3. Some instances they quit because of differences with managers as a major reason.
You cannot avoid people resigning from the team. But preparing yourself for such instances is very importatnt.
In my organization, every performer is provided with growth path, where possible and we prepare succession plan for those individuals.
Performers attrition is quite common than non-performers.
Well! Manager is person who knows all possibilities and should be prepared for measures,
Resignation may controllable and uncontrollable issues, however I will set meeting with them and will try to change their decision, If the situation is uncontrollable then I will let them go, BECAUSE it happens for some reason, there could be some one better than them, Or it can be signal for me to ALWAYS has substitute and groom him for such situation. Managers should have replacment for CORE Employees in order to not suffer on crucial projects.
As Rumi say:
LIFE IS ABOUT HOLDING AND LET IT GO.
My advise note to react in such, it is sustenance which drags people towards it. Non one can stop one sustenance is changed to other source.
Imam Ali (as) say: You cannot escape from two things.
1. Sustenance
2. Death.
Reason of good performer to resin may be low pay , not good working environmen, no promotion or even no proper co-ordination with the dept manager.
It is a type of loss if the good performer leaves an institution.
A good boss will always discuss with them the real reason for the resign and if it is under his control he should try to solve their issue and convince them to work with him.
normally the management work done by departments not by individual person and the project manager should control all the work at any time and he should have the alternative when some one resign or he can cover the work by himself till replacement resigner.
You must exploit the concept of cross-functional training, so if you have that situation, you have a substitution who can start the task and with more orientation and training he/she will be more efficient.
Another solution to use external expert as part time to help in that task.
First we need to evaluate why they quit in fist place.
Second to encounter such problems Mentors and Successors program should be in place.
There are few points here:
- HR policies should enforce a notice period.
- You normally (probably with HR) prepare sucession planning for key positions.
- Such an incedent will not normally be a surprise. Unless it is a force majour, you msot probalby know beforehand and prepare probably with your collegues assistance.
If that still happens then I suggest that you assess the impact on achieveing the company's goals and act accordingly. You may end up hiring an immediate replacement, hire a consultant for the immediate needs, or go through a normal hiring process. In some cases you may need to put some activities on hold.
This called risk, must be defined from the day of the project and mentioned what you do if that risk happen and take approval from the top management
Being a manager, "it's a great loss and should not have happened, must review and revise organizational factors that caused this, if you could and if it is because of organizational factors."
But if they quit the job, they did not quit the world "Stay in touch as friends".
Succession planning is very important which can help you in solving such situation. Secondly delegation of authority is good thing but that must not be mismatch with total dependency on you team. You must keep revisiting the processes and control. The more you are organized in your processes and activities the more you have the control. You must keep yourself involve in activities and prepare yourself to immediately take over the whole task with tier2 member of your team.
Resigning is always an option that could happen at any point of time, a company doesn't put all her weight on one person. In such case, whenever you're working within teams:
1- you should prepare & train for each key performer a successor;
2- you could have your key members in different teams;
When2 of your team members resign, this means that they are overperforming and not developing their career or they could see that their performance and capabilities could serve in a higher position and/or in a bigger company.
