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We’ve all been there, your HIPO employee who was going to take your company places has decided to spread their wings elsewhere. After the shock wears off, you need to take some planned, thoughtful steps: ⚪️ First , don’t panic! In reality, everyone is replaceable, it will just be a little painful for a bit. ⚪️ Brainstorm a list of what you want in your next candidate and be sure to think about your company’s future state. What competencies will you need 3 to 5 years from now? Include technical and behavioral skills. ⚪️ Upgrade the job descriptions. Jobs evolve over time – a rejuvenation is probably in order and you can use the brainstorming list above to help. Your departing employee may also have suggestions or insights into what they “really do.” ⚪️ Work closely with your recruiter. They should be your business partner who is an industry expert with solid contacts in your field. Look at the recruiter’s Linkedin profile and research their career history. Someone who has industry experience brings an extra expertise and dimension to their role. ⚪️ Don’t lose contact with your departing employee. Many employees leave and later return, bringing new experiences and expertise back to their former employer.

When was the last time you stepped back and took an objective look at each of the components of your retention program? Do you know what programs affect your retention rate? Studies show that the following directly affect retention within organizations: 📝 Recruiting success 🗃️ Onboarding program 🤝 Employee engagement 📈 Employee development plan

Christina Rever Stroud

Christina Rever Stroud