We've had some key people leave our company. How do I address it?
Maynard Webb
Founder, Webb Investment Network; Author ‘Dear Founder’; Board member Visa and Salesforce.
Our cofounder left a few years ago and now a key exec is going to be stepping back from her role later this year. I offered her a sabbatical as an incentive to stay and she said no. Her departure is a big deal and I want to be sure I am approaching things correctly.
-CEO of a venture backed company with several hundred employees
Dear CEO,
It sounds like you thought through possible solutions to have her stay and come back refreshed. I think it’s good that she didn’t accept the sabbatical only to then kick the can down the road. That says a lot about the integrity of this executive. It also gives you a further window into her mindset. It might simply reflect where she is personally, but it could also be signal that there’s discontent in your organization. This suspicion is further highlighted because of the departure of your cofounder a few years ago.
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Since she’s stepping back from the role and not immediately resigning, you have time to plan this appropriately. Get aligned on the messaging about why she’s leaving and empower her to share her decision in a way that will make her feel comfortable but in no way harm the entity.
As she’s been a key part of the company for a long time, I would do something to recognize her. Maybe set up an award in her name or pay for a vacation for her and her family. It is nice to do something to celebrate her. Remember that people are watching how you treat someone who is departing. To that end, don’t over-index so much that you forget to acknowledge the people who remain. That’s your future.
You didn’t ask about this, so I’m hoping that you already have candidates in mind to fill her role. CEOs should always know the people who are top in the field and who they want on their bench. Departures can be tough, but they always bring new opportunities for greatness.
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Intellectual Property Attorney @ Stevens Law Group | IP Strategy Specialist, Licensing and M&A Strategy
1 年Could not agree more. I invested a start up that in fact, it, Tara cell phone card between to Pickering cofounders. And the customers were left in the cold, along with the investors. These cofounders have an obligation to get along, particularly for all the shareholders. Those who bicker lose sight of their obligations to the shareholders, even if they still own in the majority of the shares. And if they can’t even decide who leaves, maybe they both should leave.
Senior Software Engineer (Team Lead) | Ex-PayActiv | Fintech | Full Stack Developer| Micro Services |.NET Core| MVC | Web Services | Web Api's | SQL | Dapper | Angular| Microsoft Blazor | Software designing and planning
1 年1. Acknowledge the employees' contributions to the company and thank them for their hard work. 2. Celebrate team successes and how their efforts helped to achieve them. 3. Remind the remaining workforce that the company is still committed to its mission and objectives and that there will be new opportunities in the future. 4. Develop programs to assist with the transition of roles and responsibilities, if necessary. 5. Encourage open and transparent communication between co-workers and management to maintain a positive workplace culture.
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1 年Great opportunity
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1 年Rats do not travel a sinking ship - so the saying goes, make amends look within for answers, make provision to sail another day but not the same.