Image Credits: myhealthtalent.com
You’ve just learned that one of your top employees is planning to leave. This person is competent and you don’t want to lose them without a fight.
But how do you deal with them? It’s not going to be easy, but with the right strategy and a bit of finesse, you can keep them on board—and maybe even get them to stay longer than they planned.
In this article, we will walk you through the process of negotiating with a talented employee who’s planning to leave.
Talk about what they want
If the good news is that this person is still interested in staying with the company, they just want a better contract, you can try to talk about what they want. What are their goals? What are their needs? What can you do to make them feel valued and appreciated?
Next, be willing to compromise. Can you meet them halfway? Or even better, can you exceed their expectations? If you can address their needs and show that you’re willing to work with them to find solutions, then you might be able to persuade them to stay.
Make a case for why they should stay
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Make a case for why it’s in their best interest to stay with your company. Point out the opportunities they will miss out on if they leave now and highlight the advantages of staying with your organization.
Let them know that you’re committed to helping them grow and develop their skills. Be prepared to offer incentives to sweeten the deal. This could be a promotion, a pay increase, or even added annual time off.
Let the employee know that you value their skills and would like to keep them on board. And don’t forget to express your gratitude once they’ve decided to stay. But if the employee is adamant about leaving, then you may have no choice but to let them go. But remember, you can always try to poach them back in the future.
Inquire about the reasons for wanting to leave
When an employee comes to you and says they’re planning to leave, it’s good to inquire about the reasons for wanting to leave. This will give you a sounder understanding of what’s driving them away, and it might provide you with some insight that can help you keep them on board.
Keep in mind that there are usually several reasons why someone might want to leave their job. It could be something as straightforward as they’re not being paid enough, or they’re not getting the recognition they deserve. But it could also be something more complicated, like a clash of personalities or a lack of opportunity for career growth.
No matter what the reason is, it’s necessary to approach the situation with empathy and try to find a way to address the employee’s concerns. If you can show that you’re ready to work jointly to find a common ground, they might be more likely to stay on board.
You’ve worked hard to recruit a talented employee, and the last thing you want is to be told that they’re planning to leave. Don’t panic—there are ways to negotiate and keep them on board. Start by understanding their reasons for leaving. Maybe they feel undervalued or unappreciated, or they’re not given many chances to grow. Address these concerns, and show them that you value their contributions. You could also offer them a raise or a promotion, or suggest new opportunities that can help them grow professionally. Be willing to compromise, and remember that it’s better to try to retain a skillful worker than to lose them altogether due to pride.
