It is a naturally difficult time for businesses of any size when key people decide to jump ship. Overriding common sense dictates that the show will go on, and that one single individual does not constitute an entire company. Yet small business owners in particular are often launched in to knee jerk panic when a key player hands in their resignation letter. They understandably worry about how key people will be replaced and the levels of disruption that might be caused to other team members. Should they recruit externally, promote internally or deploy the duties of their outgoing stalwart amongst a variety of existing staff? Should they be worried about other team members following suit?
Furthermore, there is the very serious matter of breaking the news to important clients and customers to consider. The outgoing team member may have been responsible for securing initial business and done a great job of nurturing ongoing relationships leading to increased levels of business. If an outgoing employee has been integral to business development and outstanding levels of customer service, it might almost be expected that they will make approaches to customers and clients in bids to poach their custom. Small business owners and their human resources representatives are right to think about the potential threats posed to their ongoing prosperity, particularly if their key person has accepted a position with a competitor business, or intends to go it alone as a competitor.
We, at NorthgateArinso Employer Services, regularly help small business owners to form strategies that forearm them to tackle such dilemmas before they even occur. We do so by providing expert human resources guidance that specifically addresses key person contracts, garden leave and cooling off periods during which customers cannot be approached. Our contract and company policy expertise offers employment law compliancy, providing black and white guidelines to both employers and employees. We additionally offer succession management planning.
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