What To Do When An Employee Quits
If you have been in business for more than the last few minutes, the picture I am about to paint is familiar. You love your business. You love the progress you have made. Your business is a happy struggle. A struggle with resources, with time, with money, and with manpower. You have had your fair share of pretty good employees. But suddenly, you find a star employee. She is perfect. You tell her your vision, and she executes it. You can get totally out of her way and you can finally feel relaxed. You and your business are set!
One beautiful summer day, she sends you an email--I know an email!--saying "I've loved working with you but another opportunity has come up that will further challenge my potential. I just want to tell you how much I appreciate what you have done for me." What?!
After getting over the initial shock, nausea, cold sweat, and temporary blindness, you ask yourself "how do I possibly find another her"? How are you going to be able to cope with suddenly being devoid of that star?
1. Breakdown
No, I don't mean nervous breakdown; I mean role breakdown. Rather than immediately writing down a job description that mimics your ex-star's skillset (sorry, that is impossible to find), take a step back. Write down the 5 things that that star did--and not just what the person did well. Stare at that list.
2. Internal Assignment
You've heard many times, "the answer lies within". Well in this case, it just may. Rather than looking immediately to the job boards and scheduling 10 interviews, look within. More often than not, the answer is right there. You've seen what your existing team gravitates towards as they work and, if they gravitate to any of the things you have just written down, give them the chance to take on one of those things, even if they have no experience. It is not very troublesome if it doesn't work, and it's a stroke of genius if it does.
3. External Search
Okay, so you absolutely cannot creatively fill that role from within. That's fine, but stay creative! Look at the list of things you've jotted down, and find the minimum viable prospect. Find the most important item of that list and find someone who is just good at that. Find someone cheaper, not more expensive. Scour universities. Find someone with less experience. You've already learned what it looks like to have a star at that role. You will be able to determine quickly if the new hire can play the game. As he or she can play the minimum viable game, increase their role.
Above all, stay calm and stay creative. We've all been there and you will get through it!