WHAT TO DO WHEN A KEY EMPLOYEE LEAVES


	The hole left when an outstanding worker departs can seem big
enough to swallow up the productivity of your whole unit.  But it
doesn't have to be that way.  Here's how you can maintain order and
productivity when a top employee moves on:

	1.  GET THE DEPARTING EMPLOYEE TO HELP FILL THE GAP.
Ask her to list all her duties and how she carries them out.  Then ask
her to help train her replacement, whether it's another member of
the staff or a new employee.

	Do your best to lighten the departing employee's workload in
her final week or two, so she can concentrate on leaving as much of
her expertise as possible with others in the unit.

	2.  ENCOURAGE FINAL SUGGESTIONS FOR IMPROVEMENT.  A
departing employee may feel more free to offer criticisms.  Or he
may suddenly be struck by good ideas he wishes he'd had sooner.
Either way, a worker reaching the end of his time with the
organization can provide a perspective you should take advantage of.

	3.  ACKNOWLEDGE THE DEPARTING WORKER'S VALUE.  A few
words at a staff meeting or a nicely phrased memo, combined with a
festive farewell lunch, will not only provide an appropriate send-off
but also send the message to your remaining workers that good work
really matters in the long run.

	4.  LET REPLACEMENTS ESTABLISH THEIR OWN STYLE.    Tell
replacement workers about the job that needs to be done--but avoid
singing the praises of the person who used to do it.  Make sure they
feel their efforts are being recognized.

	No one can do the same job forever.  To be prepared for the
inevitable, keep your staff as fully cross-trained as possible.  Avoid
letting any employees become so specialized that no one else can do
their work.  The better your people know how to fill in for each
other, the more easily you'll be able to maintain continuity when any
single member of the team moves on.

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