Your Best Employee Just Quit. What Now?

When employers are hiring new workers to fill their establishments, they look for the most qualified, experienced persona for the position. Recruiters usually know who they are looking for & in their search they hope to find that employee who exceeds all expectations & who can handle the position they are applying for & more. You found that employee. They have worked for you for years. You love that employee & don’t know what you’d do without them. Unfortunately…that employee just quit…without any warning. What do you do now?

The first question you should ask yourself if you are in this situation is,

“How did I allow myself to get into a situation like this?”

The reason this question is important is that you are about to be in the same position to make this mistake again. You need to know what you did wrong to make sure it doesn’t happen a second time. Now, obviously, looking for the best possible employee you can find is not the problem. Your business cannot be considered the “best” if you only have average or lesser staff powering it. You want the best employees to produce the best service. So, the mistake isn’t there. The problem most likely happened after the hiring process.

Here is where the issue presents itself. In most cases, business owners get in situations like this because of how much of the business is put into the control of one employee. Just because a staff member is great at their job doesn’t mean you shouldn’t be also. When an employee knows so much more of an aspect of the business then the owner does, the owner has now come to rely on the employee. When work is not delegated equally among employees & one worker is in charge of one or many portions of the business, then the absence of that employee will become a hurdle for the company. Employers should know what each employee is responsible for & should have enough knowledge in each employee position to be able to do the work themselves, or at least know what is required to get the work done.

One way to analyze how much control a worker has in their position is to monitor how your business functions when that employee is absent. You should pick a day to work in your staff’s position to ensure you know what is going on in that portion of your company. If the work in a particular position is above your expertise, at least make sure you know what kind of worker it will take to get the job done if the position becomes vacant. Knowing the functions of each position of your business will also tell you the value of the employees.

Owners should envision the company without each of the employees & have a plan B for when a position is unexpectedly vacant. When employees realize how much their presence is valued, it can sometimes changed their work ethic & expectations. To prevent this situation, try to delegate work equally among employees. If a staff member is exceptional & you want them to do more in your establishment, then give them the title & compensation to match the work.

The last thing you want is to lose your whole dream because of a nightmare.

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