Building your success team is one thing – but what do you do when those team members leave? Well, it’s happened to me so now I know!
It’s funny that I write a 2 part series about hiring your success team and then 2 of my success team members leave me. No they weren’t fired and they didn’t quit because I was a bad boss. They’re leaving to pursue their own passions and focus on their core competencies. As a life and business coach I am 100% happy and supportive of them.
As an entrepreneur, I’ve learned there are parts of my business that I will happily NEVER TAKE BACK because I have tasted the freedom of someone else looking after them.
The rule here is: if you delegate a task or hire it out – plan to give it up for good!
Here are some tips to make sure your transition from one team member to another go smoother than mine.
1. Know the Details: Know what they are doing well and know in advance of the transfer so you can hire the right person.
It’s important because: You need to know exactly what tasks and specialties you need to fill and if there are any detailed questions you should be asking potential candidates.
2. Have the Next person lined up: Knowing who will take over the work means you can have it be a seamless transition and you can even have the exiting team member talk to the new one.
It’s important because: It will fall into your hands. I had to get up to speed on some online tools that took the better part of a day to set up and another half day to do the work. Waste of my valuable time.
3. Thank the member who’s leaving. It’s just common courtesy to be appreciative of the work someone has done for you. This is not the time to burn bridges or be bitter. Have an exit interview with them. Casually ask what you need to know about and ask for any feedback they can give you. Make sure you thank them for the work they have done. Tell them all the things you liked about what they did and acknowledge them. Be sincere. If it didn’t end well – don’t make stuff up. They’ll know.
It’s important because: If you liked working with this person, they might become available again. Also, you may have to call on them for additional information. Ask permission to call them if you need to.
4. Welcome in the new member with excitement: No one wants to be second best. Rather than talking about what the last person did, ask them how they see things being done and then let them know about how you like things to be. Then design the business relationship.
It’s important because: Who wants to be compared to someone else? No one! So don’t do it here either. Empower them and listen to them otherwise they won’t feel trusted and won’t do their best work for you.
I don’t really feel like my team members have ‘left me’. They’re taking action in their lives to get what they want and I’m excited to see what they are leaping for.
Share: Have you had to say goodbye to team members you liked? What did you do? Tell me in the comments!
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