How to Handle Employee Resignations Effectively

People leave their jobs for?all kinds of reasons. Sometimes they feel the job is no longer a fit or are unhappy in their role. Other times, they have life changes that alter what they need from their careers or lifestyles. While it never feels good to have an employee resign from your organization, there are a few steps good leaders can take to make the most of it. Here are the measures to handle the resignation effectively and ensure that you keep that relationship positive for the future.

Be Genuinely Happy for Them

You must act on good terms if you want to leave on good terms. Show your genuine excitement for your employee's new opportunity, whatever that might be. Don't act jealous, intimidating, or suddenly cold. All of these things can negatively influence the relationship. Maintaining an excellent professional relationship benefits everyone in the end.

Set up an Exit Interview

Exit interviews?are a great way to get additional feedback from your departing employee. Connect your employee to a neutral third party, such as another manager or the HR department, to schedule a conversation. They'll ask questions about the company culture and environment if any improvements can be made, or additional input to help your company succeed.

Make a Transition Plan

Once your employee puts in their notice, it's time to ensure that things continue to run smoothly. You can begin the hiring process and work with your current employee to pass on important information or training to the rest of the team. They can provide the knowledge they have that can be helpful to continued performance success.

Reiterate Your Interest in Continued Communication

When a good employee leaves, it's always worth continuing the professional relationship. This can leave the door open to a potential return if things change for your employee again. You want them to go with a good impression. They may even refer others to your company when they feel supported as they leave your organization.

If you need assistance replacing your lost employee, give our team at Frontline Source Group a?call!

The Ronnie Horton Legacy Grocery Scholarship

Bill Kasko and Mike Cook were both hired by Ronnie Horton when they were in high school. Their careers took very different paths before merging once again. Bill founded?Frontline Source Group, one of the fastest-growing executive search placement firms in the nation. Mike followed Ronnie’s lead and stayed at Brookshire’s for 32 years before joining Bill at Frontline as the Executive Grocery Retail Recruiter. The men reminisced over the impact that Ronnie had on their lives, with Bill recognizing that one of the keys to his success was following the example that Ronnie had set for him. “I would sometimes wonder what I was doing right other companies weren’t, and then I realized I was just following Mr. Horton’s lead,” Kasko said.

The two men agreed to set up a scholarship to honor Ronnie Horton’s legacy and carry on his work of helping people become the best that they can be. “We were able to secure a scholarship to help in sending two individuals to college in his name,” said Kasko. “Now we can announce the Ronnie Horton Legacy Scholarship to the world.”?

With the support of the?NGA?(National Grocers Association) Foundation, this scholarship fund for young grocery professionals will ensure that Ronnie Horton’s legacy and lessons will endure. As part of the application process, applicants are required to write an essay about a person who inspires them, much as Horton remains an inspiration to the many employees and customers whose lives he touched.

Click here?to learn more about the scholarship and how to apply for the 2023 Ronnie Horton Legacy Grocery Scholarship.

Frontline's Hot Jobs of the Week!

Vice President Of Operations

Frontline's client located in San Antonio, Texas is looking Vice President of Operations on a direct hire basis! Here are some of the details of the position:

Responsibilities:

• The VP of Ops will provide the President with advice and work product allowing the President to reach knowledgeable decisions on various management problems and plans.
• Investigate and introduce process improvement measures and present suggestions to President for consideration.
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Requirements:

• Bachelors degree is preferred in a relatable study
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• Five-plus years of progressive administrative leadership within the healthcare industry is preferred but not required

Senior Property Accountant

Our client in Fort Worth, TX is seeking a Senior Property Accountant on a direct hire basis!

Responsibilities:

• In this role, you will provide accounting support to a Commercial Real Estate Firm that handles the full spectrum of the commercial property service including development, management, leasing, etc.
• This role has significant interaction with the operations staff, specifically property managers and members of the leadership team.
• Completion of monthly close procedures for all assets within 20 days of month-end with subsequent delivery of required lender reporting packages within the timeframes outlined within respective loan agreements

Requirements:

• Bachelor’s degree in Accounting or Finance – required for upward mobility and promotion.
• 3+ years of Commercial Real Estate accounting experience.
• Detail oriented, organized, and ability to manage multiple projects simultaneously.