Managing Mass Resignations

By Matthew Reymes Cole
06 Jul 2022
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I’m confident there is at least one person in the UK who needs advice on this matter right now.

As the UK Government faces an influx of resignation letters from MPs, we ask the question:

“What do I do if I have multiple members of staff resign with short notice?”

In this article we’ll discover how to find out the true cause of their exit, how to manage until you can fill the vacant roles, and how to stop future staff turning into leavers.

Let’s start with the question that many employers ask themselves after a swift staff exit…

Is it me?

When multiple resignations occur, it’s a good time to reflect on how things are operating in your business. What can be improved? What can be changed? What isn’t working anymore?

Maybe you need to change how you are running things. Maybe not. But one thing is certain—something isn’t working, otherwise you wouldn’t be facing mass resignations.

To effectively address the issue, you need to discover the root of the problem.

 

managing mass resignations

 

Discovering the cause

Here are some common causes for employees leaving their current role:

  • Underpaid
  • Bad company culture
  • Lack of flexible working
  • Better opportunities
  • Lack of stability
  • Lack of feedback
  • Poor relationships with managers and/or colleagues

You will have a little time between them handing in their notice and leaving. So, you should spend some of this time trying to discover which of these reasons was the main cause for leaving.

Managing an understaffed team

The other area you’ll need to focus on is managing the gaps multiple resignations will leave. If the leavers are spread out across the business, it might not be too bad. If the leavers are all from the same team however, it will be a different story.

There are a few strategies you can employ to manage while searching for new employees.

1. Outsource tasks

As a temporary measure you can outsource some of the work to an external agency or team. This may not be a tenable long-term solution, but should cover the gaps for a while.

2. Automation & organisation

Utilising software solutions for daily tasks can help reduce workload. Our BrightHR software is a fantastic example of this. You can easily manage staff calendars, leave requests, and employee documentation all in once place.

3. Prioritise

When there is too much work to go around, some things need to be put on hold. Figure out what your main targets are for the month, or the quarter, and let staff know what their focus should be. If done effectively, this will greatly reduce workload.

Find further ways to manage understaffing on our blog, here.

 

prime minister resign

 

How to stop future leavers

Exit interviews are a fantastic tool when it comes to staff retention. You can find out more about them here. Here’s the short version:

Hold a short meeting with the employee prior to their final day of employment. Discuss what they would do differently in the business. Find out if there was anything that could’ve convinced them to stay. Use their feedback to help inform your management decisions moving forward. Download a free exit interview questionnaire here.

It’s also a good idea to review your onboarding process. Make sure your staff members are equipped with everything they need to succeed from day one. If you notice any issues—any gaps—fix them.

Stop resignations before they happen

Unlike the Prime Minister, you may not be receiving multiple calls to resign. However, you may experience numerous resignations at once.

If this is the case, you could face difficult business decisions.

For crisis support and advice from HR experts on resignation, call today on 01455 858 132.

About the Author

Matthew Reymes-Cole

Matt joined Croner in 2007 as an employment law consultant and has advised clients of all sizes on all aspects of employment law. He has worked within management positions since 2017 and currently overseas a team within the litigation department, whilst continuing to support a number of clients directly.

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