A start-up is like a tight-knit family. Teams are usually small, with little or no hierarchy and the setup is almost always informal. In such a situation, even one employee quitting the start-up can be a huge blow. The simple reason is the personal and professional impact. As you grow, the impact is not as bad as one employee leaving a 5-10-person team. But, people have to move on and they will, and as a start-up owner, you may have to take this blow many a time in your entrepreneurial life.
At Suyati, we have been lucky to be blessed with very low attrition rates, but that doesn’t mean that our employees don’t leave. Some of them have to move on because of inevitable personal or professional reasons. But whether you are a start-up or a corporate giant, every time an employee leaves, it has the ability to reduce productivity, affect resource planning, and upset client delivery.
So while it is not an ideal situation for any company, here are FIVE things you can do to handle it as quickly and efficiently as possible.
1. We don’t take it personally
For those who sow the seeds, a start-up is always their baby. But it’s unfair to expect every employee to feel the same way. Yes, we hire our employees for their passion for the cause we are working towards; but we also hire them because they are talented, ambitious and competent professionals.
So when an employee quits, we don’t take it personally. Instead, we respect their personal decision of wishing to hone themselves professionally in some other direction. It’s important for those running a start-up to understand that employees will grow out of the start-up at some point and be ready for other challenges.
2. We find out why
Start-ups have an advantage over bigger firms—communication channels are simple and open, making it easier to find out why an employee is leaving. We always make it a point to find out why he/she chose to make this decision. Is it something we can rectify? Is it a raise or a change in title they are looking for? Is there a problem in the office culture? We try our best to rectify or improve any such conditions for our employees.
But sometimes, the employees really just want to move on. They just want a change of scene. If that is the reason, the right thing to do is to let them find their own way, ease the process of leaving, and encourage them to stay in touch.
3. We involve them in hiring and training
If the decision is final, the next step is to take full support from the employee who is leaving by involving them in the recruitment and training process for their replacement. We make sure that they share all important information with the newcomer so that the transition between employees becomes as smooth as possible.
4. We keep in touch
This is also crucial, especially when you work out of a start-up environment. The world is a small place, so we work on ensuring that an employee’s tenure ends on a positive note. Recently, we met the HR manager of a huge IT firm in Trivandrum who couldn’t stop talking about the “positive view and attachment” that our ex-employees have for Suyati. It was a proud moment for us and it encouraged us to reinforce our method of handling even the most difficult situations with a smile on our faces.
Professional connections should always be maintained because one cannot predict how they can come around to help, sometimes unexpectedly, at a future stage. Some of our ex-employees have come back to work for us, while some have become our advocates, and help us by referring candidates and client leads occasionally.
5. We have a system in place – for business process and employee retention
Despite our best efforts some employees still move on. We have put a system in place to protect Suyati from such sudden blows:
- No one employee holds the key to all crucial processes or information. We distribute responsibilities among the team without concentrating it on specific individuals.
- We encourage the documentation of all key information of the firm. Managers must have a clear blue-print for key processes within their departments and know how to navigate important software that their team uses.
- Most importantly, we go great lengths to keep our team happy and engaged by introducing fun activities at work to unwind. Every employee is a part of the family and is treated as a valuable member. This, along with clear communication channels and transparency in our actions, help in employee retention.
Saying goodbye to your employees with a smile is the result of a positive work atmosphere where you are committed to give your team the best work environment and the most opportunities to grow.
