As one of the leading Houston, TX staffing agencies, Murray Resources knows that for most managers, losing a key employee is a major headache. Typically, though, when a team member comes to you with their resignation, the decision has been made and there’s not a lot you can do about it. What, however, should you do if you inadvertently find out an employee is looking for a new job…but hasn’t committed to making a move yet? Should you confront them, or wait until they come to you?

If it truly is someone who is a valuable employee, then try to head the situation off at the pass. Invite them in for an honest discussion – not to berate them about their job search. Here are some tips to help you hold this somewhat awkward, but completely vital conversation:

Prepare ahead of time.

Spend some time thinking about why this person is potentially leaving the organization. Do you think it’s due to more money, more challenging work, or a change of pace? If you’re their boss, then you should have some sense of why they’d want to move on.

Schedule a face-to-face chat.

Conversations like this must happen in person, not via email. There’s too much emotion involved and meaning that can get lost in translation. Schedule your discussion for a time you know you can give your employee your full attention.

Be open about how you feel.

That doesn’t mean yelling, insulting or threatening. Instead, you should let them know how valued they are and that you don’t want to lose them. You can say something like: “I have a strong sense that you’re thinking of leaving. You don’t have to confirm it. But I just want you to be aware that I truly value your contribution here. Is there anything we can do to keep you happy – and keep you here?”

Really listen to your employee.

Once you’ve said your peace, listen to what your employee has to say. There are two sides to every story and you may be surprised by what you hear or find out.

Learn from the experience.

Even if the employee still wants to leave, you may be able to find out where you missed the mark so you can avoid losing other key employees in the future.

A bonus tip: If the employee that’s thinking of leaving isn’t a strong performer in your organization, then don’t confront them. There’s no point since you don’t want to retain them. Instead, start thinking about who you’d like to fill the position in the future and start lining up potential candidates.

If a key employee has resigned – or is planning on leaving – and you need help filling the position, call Murray Resources. As one of the leading Houston, TX staffing agencies, we take your business success personally. Not only will we work one-on-one with you to learn about your company and staffing needs, but we can also connect you with the top talent in a variety of fields.

Contact us today to learn more.