![]() This doesn't work for every case, but if it's a truly amicable split, their knowledge and insights are going to be very important to pass onto the next person, so it would be great if they can at least interact with the next potential hire. If possible, include the leader in the transition to help select and hire the next person. Often, this fosters more teamwork and collaboration too, which further strengthens bonds and morale as team members know that even departing staff are committed to the ongoing success of the company. Documenting these processes and building out more standard operating procedures makes it even easier for folks to ask questions to quickly fill in knowledge gaps so business can continue as usual. ![]() Most of the time, transitions fail when departing employees aren't working closely enough with other staff to delegate their workload and explain all the steps required to fulfill the job in their absence. Either promote internally within the existing team under the supervision of the former lead or temporarily assign another leader to the corresponding position to keep trust and authority in place. Lastly, appoint someone entrusted who can step in. This makes it easier for a new employee to step in and catch up. In the meantime, implement a business process management system (a professional one or even a mind map or a set of documents) outlining the responsibilities and key activities each role is in charge of. In terms of promoting staff to a leadership role, discuss longer transition terms to allow for sufficient time to adequately sort things out.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |