Losing a key employee can be a major setback for any team. Whether it’s due to resignation, termination, or retirement, the departure of an important team member can create a gap in skills, knowledge, and relationships that can be hard to fill. Furthermore, it can be a challenging time emotionally as some remaining employees may struggle to adapt to the loss of weekly interactions that were once a highlight.
In many ways, employees have become closer in the years that have followed the pandemic. Arguably, we have got to know each other on a deeper level and have relished the opportunity to see the children and animals of workmates pop into our Teams meetings. These incredible bonds have built teamwork and collaboration and for many – have also introduced a sense of fun and family.
So when a much loved and skilled team member decides its time to embark on their next challenge, it can create more than a ‘workload void’ as some employees can feel saddened by the loss despite how happy they are for their work mate. So the question for leaders is “How can you rebuild your team and restore its performance and morale after a key employee leaves?” Here are some tips to help you cope with this challenge.
1. Communicate openly and honestly
The first step to rebuilding your team is to communicate openly and honestly with your remaining employees. Don’t let rumours or speculation fill the void left by the departing employee. Instead, inform your team as soon as possible about the reasons for the departure (if appropriate), the impact on the team, and the plans for the future. Be transparent about the challenges and opportunities that lie ahead, and address any questions or concerns that your team may have. Show empathy and appreciation for your team’s feelings and contributions, and reassure them of your support and trust.
2. Assess the situation and plan accordingly
The next step is to assess the situation and plan accordingly. What are the key skills, knowledge, and responsibilities that the departing employee had? How can you redistribute or delegate them among your remaining team members? Do you need to hire a replacement, or can you restructure your team to fill the gap? How will you train and onboard the new or existing team members to take on the new roles? How will you measure and monitor their progress and performance? These are some of the questions that you need to answer and communicate to your team as you plan for the transition.
3. Recognise and reward your team’s efforts
Another important step is to recognise and reward your team’s efforts during this difficult time. Your team may be feeling stressed, saddened, overwhelmed, or demotivated by the loss of a key employee. They may also be taking on extra work or learning new skills to cope with the change. To keep them engaged and motivated, you need to acknowledge their hard work and achievements, and provide them with positive feedback and incentives. Celebrate their successes, big or small, and show them how their work contributes to the team’s and the organisation’s goals. You can also offer them opportunities for learning, development, and career growth to keep them challenged and satisfied.
4. Rebuild trust and collaboration
The final step is to rebuild trust and collaboration among your team members. The departure of a key employee can disrupt the dynamics and relationships within your team. You may need to re-establish the roles, expectations, and norms of your team, and foster a culture of trust and cooperation. You can do this by organising regular team meetings, updates, and feedback sessions, where you can share information, align goals, and resolve issues. You can also plan team-building activities, or even a simple catch up, where you can get to know your team members in a casual setting. Spending time with them outside of core work activities is invaluable to demonstrating that their opinions will be heard. Encourage your team to take initiative and make their work fun.
Losing a key employee can be a tough situation for any team, but it can also be an opportunity to grow and improve. There is no question that a team member that was both loved and valuable creates a void, but remember you are not alone in this process. You have a team of talented and dedicated people who are ready to support you and each other.
At the end of the day, it is always important to reinforce that the employee may have left the business, but gone should never equate to forgotten. Take the lead by maintaining contact and encouraging others to do the same. Not only does this matter on a personal level, but it shows existing employees that this is a business that cares out their people - even when it is time for them to move on.
Ultimately your remaining team is desperate to feel the strength of the new team greater than the loss of the old one. But the good news is that together, you can overcome this challenge and still achieve your team’s goals.
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Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
