Someone Important Just Quit-Here’s What To Do, In This Order

[Joywtseo421]

A decade ago I started Red Branch Media with my husband, a close friend, and my sister - all people who are near and dear. My sister, eventually quit. We'd quickly grown from a scrappy team of four, to an equally scrappy crew of 14, but along that growth, my sister discovered this place wasn't quite on path with her career goals.

Initially, I was hurt. It's never going to be easy when a key leader leaves. It's even harder when they're someone you're close to. Luckily, my sister and I remain best friends, but her departure was still a huge shock to our team.

When important people quit, it can really disrupt your team’s day-to-day operations. But I’ve discovered some things about what it takes to keep things running smoothly. Here are a few of the crucial steps you should take as soon kuwait phone number resource as one of your key employees lets you know they’ve decided to move on:

Step 1: Schedule An Exit Interview
Exit interviews shouldn’t just happen in large organizations. If a key leader decides to leave on their own terms, make sure you sit down and have a face-to-face meeting. Get a date on the calendar before their last day. Then ask these questions:

Why are you choosing to leave?
How could we have improved this situation before you decided to leave?
Did we provide you with the tools and training you needed to complete your job to the best of your abilities?
How would you describe the company culture in your department and company-wide?
If you were CEO, what three things would you change about the company?
Make sure you record this conversation, take notes and file their answers–this way you can make adjustments based on their responses. At the very least, you’ll gain insight (good and bad) into the true inner workings of your company from somebody who can call it like they see it.