No one likes to think about losing key employees especially those you have trained, mentored and allowed to become critical members of your team. Think about it now before it happens so you can put a plan in place so when it happens you are prepared.
Start with the person’s job description; what do they do and what do they do that is critical that no one else in the company can do? Is this skill or knowledge transferable to your competitor or can the employee become your competitor?
If this person is a salesperson or has critical contact with your customers can he take customers with him if he or she decides to leave?
If the person runs manufacturing or operations is there proprietary information that can be protected?
No compete agreements can be put in place but if not done at time of hiring can cause ill will and sometimes can force the very problem you are worried about. They are also often unenforceable for legal or practical reasons.
Begin putting in place a plan to capture the skill and knowledge. Make sure customer information is kept at a central location and not only on the employee’s laptop computer. If the employee has critical manufacturing knowledge set up a plan to have the person begin training others. It is best to capture the knowledge in writing so it becomes you property instead of the employees.
Whatever it takes make sure you are less dependent on employees and more reliant of process and procedure so you can change employees without either a costly back step or needing to overpay to keep a dissatisfied or disloyal employee.
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