The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

November 04, 2016

Handling an Employee Resignation – No Counteroffer Necessary


Voluntary turnover is on the rise. Just like employees are encouraged to handle resignations gracefully, managers are, too. Managers should accept resignations with a level-headed, inquisitive, and strategic approach that will not disrupt the company or damage relationships. 

Presenting a counteroffer to entice an employee to stay is a self-defeating tactic, as previously discussed. In the event that the employee accepts the salary increase, the team or company becomes saddled with an unhappy, unmotivated, and untrustworthy staff member with one foot out the door.

A recent article from The Muse outlines best practices for responding as a manager. Author Katie Douthwaite Wolf explains that assessing the employee’s attitude is step one. This helps you determine the best way to announce the departure internally, as well as what to expect from his or her final two weeks of performance.

Naturally, the next task is to develop a transition plan for the employee’s projects. This will motivate the employee to maintain a sense of purpose. Also use this time for the employee to transfer his or her position-specific knowledge to you and/or team members.

Before you wish your employee well, determine if you should refill or eliminate the role. If the position is absolutely necessary and requires someone immediately, consider hiring a temporary associate. If you’re able to distribute some of the work for the time being, you can probably afford to wait for a direct-hire employee. In either case, promptly reaching out to a recruiter will produce a quick resolution.

Read the full article from The Muse.

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