Dealing with Post Resignation Fallout
by OMG at Work
Handling post resignation team meetings after a lead has resigned can be a challenging task for an unprepared organization. You must solve logistical problems while protecting the security of your corporation and smoothing over any of your team’s personal issues that crop up during the transition.
Mitigating risk and damage control from losing an employee can be handled smoothly provided you take action on the following points:
- Develop an action plan. Having a team leader evacuate their position obviously raises the potential for damage to projects. Your primary focus during post resignation team meetings should be to smoothly handing the reins of responsibility for that employee’s work over to his or her teammates or to a new employee. The only way to effectively do this is to develop an action plan that targets what his or her responsibilities were, any special allowances or projects that must be completed before he or she leaves and who is going to be taking over the various tasks that the employee was responsible for. You will need to work closely with the team leader that is leaving to determine exactly what must be accomplished before his or her last day.
- Outline what the leaving employee knows. In order to facilitate the transfer of knowledge from your soon to be departing project leader to your team, you must first discover exactly what he or she knows. Too often there is only one or two employees that know the particulars of a project or how to use a specific piece of software. Find out exactly what your employee knows and be sure, if you do not have the same knowledge, that they explain in detail or have them write a usage document. This particular point is especially important in the context of project management. The last thing your team needs is a derailed project due to an insufficient transfer or knowledge.
- Morale management for your team on a personal level. Damage control in the context of your team’s personal needs when facing a lead change will depend largely on the individual team members themselves. The reality is that the working relationships your team has with one another will be affected by the loss of their team leader and the introduction of a new one (or the redistribution of responsibilities, as is typically the case). You will need to pay careful attention to your team members’ emotional needs during this time. Keep morale up by finding out what your team members need to facilitate a smooth transition.
- Mitigating risk during the departure process. Nobody likes to think about the potential risks associated with a leaving team leader but the unfortunate reality is that they exist. Your employee may leave your company vulnerable in any number of ways, from handing out passwords to leaving with company property. Mitigating risk in terms of security means ensuring that all company property, documents, intel and electronic devices remain with the company when your employee leaves. Consider questions such as: Did the team leader have remote access to the company’s network? If so, the first thing that must be done upon that employee’s final day is changing all network passwords. Make a list of any company property that your leaving team member has in his possession so that you can be sure it is returned. This includes sensitive documents and access codes to various networks, not just hardware.
Keeping these guidelines in mind during the transition process will ensure that your projects move forward on schedule, that security risks for your company remain minimal and that your remaining team members are well provided for.
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