Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
1. Review of the exit interview.
2. Employee motivational engagement.
3. Increase learning and development opportunities.
4. Review compensation and benefits package.
5. Increase comfortable working environment.
6. HR can talk existing employees.
Immediate replacement is essential. In the meantime you have to act as a guardian to a Child...Need to Motivate the staff in a big way by making them involve with additional responsibilities and projecting their importance in the Organisation.
1. Cross-train everyone in doing someone else's job. They don't have to be able to do it as well as the person who does it, but they need to know the steps involved. This will help if someone goes away even on vacation.
2. Communication with the remaining staff is key: listen, then talk, then do.
Agreed with the excellent answer given by
Mr.:Saiful Islam Hiron
& Mr.: Venkitaraman Krishna as well too
I agreed with Mr. Vrindavan, at time the leader must be the guardian and taking care things including to keep the staffs motivated.
- Review the planning and re-arrange it
- Adjusting the duties partition with utilizing the available staffs
- Discuss with the available staffs to make some effective strategies toward the loaded-duties/ job to fill the shortage position
- Approaching and conducting them to be the key members (open chance of development for them) while waiting the replacement
- Motivation and engagement approach towards available staffs by intensive coordination will help them to be retained by themselves because sense of the belonging of a team toward the institution goals is one of valuable thing to retain staffs.
Thanks for inviting
It is the problem of:
1- No cross-function training
2- No open-book management
3- No preparing of substitution
Succession planning is the key to ensure that the team would be able to handle the job like how it is being done. On the morale side , It would definitely have an emotional impact , Few team building activities can be deployed to make sure the team spirit stays , the team building can be either within or outside the office .
2 answers to cover business stand point and HR perspective:
(1) The most pragmatic approach is to have the leaders to reassure the team on job security. The individual left the company for personal reasons and no need to go in details. The leaders need to express his/her deep appreciation on the job well done. The speech should be diplomatic and open for questions or concerns.
(2) Typically, an individual would give a notice period before leaving the company. HR should take the opportunity to retain an individual, if possible. If not, HR should undergo investigation on reasons of leaving--- review attrition report, review exit interview report, review attrition trend analysis...company-wide vs. department specific, discuss with his/her immediate manager and etc.
Good Day!!!
Your question depits that you are loosing your team..... people are leaving you..... The best solution to retain others is to FIRST find out the reason of employee resignation and rectify......
You cant bring others back but you can retain the others...........
If there is an unavoidable reason that you cannot correct (e.g, higher financial increase or other better opportunity) you can convince ramaining employees that those who will contribute to the financial / business health of the compnay...... will be most benefited in near future.
Give your staff reason to stay and hope
Simply and by few words by exposing the members to the new vacant positions if they meet the requirements as this will be source of motivation and new challenge and task , the same time will decrease the rumors which always arise after member resignation
