In a recent Raven Roundtable a member shared, “A long-term employee just quit.” A chorus of sympathetic groans rose from around the table. Good employees are hard to find and losing a valued, long-term staff member can be hard.

However, conversation around the table pointed out several possible advantages.

Employees who quit aren’t always the high performers. This is the opportunity to discern whether this employee was an asset or not. If not, subpar performance drains the company of resources and money. Take this opportunity to develop new talent, new ideas and new skills.

Look at your business with fresh eyes. What might you try doing differently? If a new employee is in order, their solutions may improve efficiency and, ultimately, profitability.

Check in with your current employees. What are their thoughts and suggestions? With thoughtful management, turnover may improve morale. Disengaged employees drain the workplace of enthusiasm, energy and productivity. When marginal (or exceptional) employees leave organizations, remaining workers may find new focus and innovation in their work.

Look internally. Was compensation an issue? Do the salary/benefits packages need restructuring?

Although this wasn’t the case with my member, when a company has involuntary turnover, as in employee termination, it sends a clear message to other employees: if your performance needs improvement, work on it or you too could be looking for another job. While it’s a hardline approach, it often works.

It may take time and effort to replace a long-term employee, but that change can bring benefit and growth to your business.

The road is easier together,

Linda Laitala, President
Raven Performance Group