Those Three Little Words: 'Can you chat?'
We’ve all been there. That heart-sinking moment when someone on your team hits you with, "can you chat?" — and you just know what's coming next. The dreaded resignation.
Even though we remind ourselves it’s all part of the professional world, it still feels like a punch to the gut. Losing a rockstar team member hurts! And let’s be honest, it's not just the thought of replacing them — it's the time, energy, and effort to find someone just as brilliant (or better!), then get them trained up, integrated, and productive. Plus, there’s that awkward moment of breaking the news to the rest of the team and praying it doesn’t spark a mass exodus.
Here’s the deal: it’s tough, yes, but it’s also totally normal. You will get through it, and you’ll come out the other side as a stronger, more resilient leader. So, before the panic sets in, let’s hit pause for a second.
Step 1: Take a Deep Breath
Seriously. Everything is going to be okay. If you're feeling emotional or stressed, take a moment to step out of the office. Clear your head before diving into problem-solving mode — you don’t want your energy or body language stirring up unnecessary drama or gossip.
Step 2: Learn from It
Was there something you missed? Did this person need more mentorship, attention, or direction? Were they unhappy about something fixable? Do a quick mental scan and jot down some notes. This reflection will not only help you prevent future departures but also help you grow into the leader you aspire to be.
Step 3: Rethink the Role
Before you rush into filling the position, take a moment to reflect. Has the business evolved since this person started? Are there new skills or capabilities you now need? Think about their strengths and weaknesses and create a wish list of what the next hire should bring to the table.
Step 4: Consider Internal Opportunities
Before going external, take a look at your current team. Could this be an opportunity for someone to step up? Could you promote from within, redistribute responsibilities, or provide mentorship to an up-and-comer? Sometimes, the perfect solution is already on your team — and it’s a win-win to promote internally.
Step 5: Be Strategic
Once you've got your notes together, define what success looks like for this new hire in 3, 6, and 12 months. Write out a job description with all the experience, qualifications, and attributes you’re looking for. This way, when you start interviewing, you know exactly what you want.
Step 6: Don’t Go It Alone
Let’s be real — hiring is a full-time job. And you probably don’t have the time to handle it yourself. That’s where a partner like Creative Niche can help. We’ll take care of finding qualified, engaged, and excited candidates so that you can focus on what matters most — running your business. With our help, you'll have your pick of top talent to bring something fresh and exciting to your team.
Remember, You’ve Got This!
Yes, it’s tough when someone leaves, but it's also a chance to bring in someone even better. You’re more than capable of handling it — and we’re here to make it easier.
xx/mandy
