When Strong Performers Leave, Keep an Open Door
June 27, 2019
So—you’ve trained someone for six years. They’ve grown, they’re valued, and they tell you they’re leaving to work somewhere else. STOP. Calm down and think. You know great performers are hard to find. Someone like this, someday, you might just want to bring back.
If your firm is in a position to counter the offer made by the prospective new employer, consider doing so. If not, be gracious. The employee will remember your genuine support of his or her career advancement. And when you do have a future opportunity and reach out to them, it will make the difference in their consideration of your offer. As important, think of the culture you set when other employees see how exemplary team members are treated, especially when invited back. Now, no way does this go for everyone. Only make such offers to your cream-of-the-crop, very top performers.
And if you are the one resigning, same goes for you. Give proper notice. Don’t speak ill of anyone or burn a bridge. Stay in touch with those you respect. You never know who might be looking to hire in the future. A strong professional network is important in an ever-changing, very small world.
And remember: Be nice, say thank you, and respect others. Keep your door open to those who deserve it, and make sure you’re treating your very best people really well.
