Staff Retention and Why I Let My Best Staff Member Quit
Why I Let My Best Staff Member Quit
Over the past year and a half, I watched one of my staff members grow into a vital part of my team. They became a strong partner, yet when they handed in their notice, I didn’t ask them to reconsider. I didn’t offer them more pay or additional benefits. Instead, I told them that if they needed a reference or any other support, I’d be more than willing to assist them in the next step of their career—even if that step meant leaving my organization. I should note that I already pay higher than most other organizations in this field.
Why I Did What I Did:
They Deserve to Thrive: I believe this staff member is exceptional and will achieve great things wherever they go. While I would have loved for them to continue growing with my company, if they were looking for another job, it likely meant they weren’t fully happy or engaged. An unhappy employee can slowly affect workplace culture if their dissatisfaction turns into resentment.
Avoiding a Dangerous Precedent: Offering more money or better benefits to keep them could have set a dangerous precedent—that if you want a raise, you just need to put in your two-week notice. Instead, I want to establish that raises and benefits come from strong work ethic and a client-centered mindset. I don’t want my less engaged staff to think they can get a raise by threatening to leave.
Keeping the Door Open: I genuinely believe my organization is the best out there. By leaving, this employee might realize that and want to return. In fact, they are staying on part-time, keeping that door open. Even though I'm disappointed they are leaving, I don't want to burn a bridge that could be rebuilt in the future. I always think about the long-term when making decisions with my staff.
Creating Opportunities for Others: While this staff member’s departure might suggest to some that something negative is happening, it could also be viewed as an opportunity for others. Their departure creates a vacancy in a more senior role, motivating other staff members to step up and showcase their skills. Sometimes, talented staff members can be overshadowed by a star performer.
Fresh Blood, Fresh Ideas: Sometimes, an organization needs rejuvenation—new ideas and fresh perspectives. Bringing in new talent can spark creativity and keep the business moving forward, just like a snake shedding its old skin. I love new ideas and fresh perspectives; they help drive growth and innovation.
Embracing Change and Opportunity
I never want to see an employee leave. It costs time and money to hire, train, and develop staff, and I always strive to retain them. However, sometimes it’s in everyone’s best interest to let even the best employees move on. They might have different dreams or aspirations, or they may need to find a job that better accommodates their personal lives.
It’s easy to view an employee's departure as a negative, but it can also be a blessing in disguise. It can encourage healthy competition among remaining staff for a more senior role or bring in a new hire who brings fresh ideas. However, it's crucial to maintain stability—if multiple employees start leaving, it could indicate a deeper culture issue. As an owner and manager, you need to stay attuned to the workplace atmosphere and listen for any signs of discontent.
Once a company’s culture sours, it takes tremendous effort to rebuild. You will lose staff, even the best ones. But track the data, understand why they are leaving, and if it becomes a pattern, realize it’s no longer “their” problem—it’s your problem.
