‘I’m outta here!’ When an employee quits without notice
You’re swamped on a Monday morning and one of your employees suddenly wants to speak with you. He proceeds to tell you the disheartening news that he has decided to quit right then and there. No notice, no resignation letter.
How should you let the team know about the news, without inciting panic that they’ll be overloaded with work? More importantly, how will you find someone to step in and take his place on such short notice?
Though you can’t control the actions of the employee or force him to stay in a job, you can mitigate the aftermath with a few strategic steps.
Here’s how to keep business running as usual and make the transition as stress-free as possible.
Keep it professional
Your company likely has human resources procedures in place for unexpected staffing situations. If your company’s protocol calls for a security-escorted exit, abide by the rules.
If your employee’s abrupt exit includes an attempt to defame the company with negative social media posts, or a companywide email rant, rise above the noise by turning it off. Don’t engage the employee, or acknowledge his comments. Guide your team to cut off contact as well—and notify human resources immediately.
With that said, you are obligated to pay the employee for hours worked prior to his resignation under the Fair Labor Standards Act (FLSA)—even if his departure costs the company in terms of lost productivity, and lack of appropriate resources.
If you refuse his final paycheck or attempt not to pay him for his time worked due to his resignation, he can file a claim through the Department of Labor.
Tell staff
An employee’s sudden departure requires that you control the message—and communications around it—as soon after the event as possible. If you must make the announcement via email to communicate to the group quickly, schedule an in-person, mandatory meeting for all impacted staff within a few hours, or the first thing in the morning the following business day.
Be concise and professional in your explanation, but honest. Invite questions and concerns, and address them frankly. Your team deserves to know the news because the employee’s departure will affect them. Assure your team members that finding a replacement is a top priority so they don’t feel that they’re left to carry an unnecessary burden.
Develop a hiring plan
Take stock of the most pressing tasks the employee’s departure has left without ownership, and discuss how the work will be dispersed among the group in the short term based on each employee’s current bandwidth and interests. If there are too many tasks for the remaining staff to cover, field some of the administrative and general tasks to a short-term contract employee, but give the more interesting and challenging duties to employees who express a desire to take on more responsibility, or be considered for potential promotion opportunities.
The employee’s departure may be jarring, but it doesn’t have to be a negative event that leaves employees feeling overwhelmed with work they don’t want.
Don’t take it personally
An employee’s unexpected departure can feel like a slap in the face, but he has the right to quit—just as you have the right to terminate him. Keep your emotions out of the experience, and use it as an opportunity to learn more about your workers and how they perceive their jobs and work environment.
If the employee who quits attributes his decision to unreasonable expectations, hours or unfair policies, take his feedback seriously. Share it with the team—and invite anyone who may be feeling the same way the opportunity to discuss their concerns, and solve them.
Though an employee leaving without notice is unprofessional, it doesn’t mean there isn’t some degree of validity to his reasons for doing so. The more you can eliminate those sources of dissatisfaction in the workplace, the more quickly you can rebuild a cohesive team.
