Employees will leave your organization for many reasons and a certain level of employee attrition is healthy. But handling departures badly can cause problems for everyone involved ― and leave you with more than just a vacancy to worry about. A better approach is to actively resolve the issues of disgruntled employees, pay final wages properly and have a succession plan in place to maintain productivity.
Address workplace issues to limit employee turnover
Firing an employee on the spot or in a moment of anger can put you at risk for wrongful termination lawsuits. Mishandled exits also hurt the morale of the remaining employees. By regularly requesting and acting on feedback from your staff, you can address workplace issues before they result in a conflict or resignation.
Pay final wages in accordance with regulations
Most provinces have laws addressing when and how final wages must be paid. Some require you to issue a paycheque on the employee’s last day of work, so it’s important to check the regulations in your local area. You should also promptly update your records to prevent overpayment. An automated payroll system properly integrated with other HR tools can help ensure that employees only receive the wages and benefits they’re entitled to.
Develop a succession program to maintain productivity during employee attrition
If no one is prepared to temporarily or permanently fill a vacant role, your productivity suffers. Having a cross-training and succession program in place, for critical positions at the very least, can help you sustain operations when an employee leaves unexpectedly. It’s also a good idea to keep a record of previous job applicants and passive candidates who may be interested in vacancies as they open so you can expedite the replacement process.