Departures
In a nutshell: What's it all about?
Personnel changes in the team arise due to resignations, internal changes or departures as a result of reorganisation or retirement. The transition phase and any new appointments need to be well planned.
Opportunities and possibilities
Personnel changes in the team are not only associated with uncertainty and challenges, but above all opportunities. Take the opportunity to rethink the organisation and assignment of tasks in your team, taking into account needs, objectives and other factors. There will certainly be opportunities for a more favourable structure and internal mobility - seize them!
Get active: How to demonstrate good leadership
- Show appreciation by giving recognition for the work done.
- Communicate openly by providing transparent information about the departure process, possible consequences and how you will continue to lead the team and the projects.
- Offer support and handover, and be available to answer questions.
- Take time for an exit interview to get feedback and understand how you can improve the working environment. Use the opportunity for mutual recommendations and professional networking.
Self-reflection: Am I applying my social and leadership competencies effectively?
Driving innovation:
- Have I analysed and optimised the team structure?
- Has the feedback from the departing employee been incorporated into the development of the team, so the status quo is challenged?
- What conclusions or innovations have we drawn from this?
Building bridges:
- Do I have ongoing and constructive contact with the person leaving?
Empowering people:
- Would reallocating responsibility help the development of my employees or even encourage internal mobility?
In short: 5 steps to success
Areas of responsibility: Roles
Manager: ensures the stability and development of the team
Employee: transfers and documents know-how
HR: supports the departure process
Main responsibility
Manager