New Beginnings

Happy New Year! It seems hard to believe 2017 is already upon us...

It is my honor to get to write this blog as it paints a small vignette on our talented, dedicated, and genuinely kind colleague, Jeannette Rummell, who transitioned from her role with Morrison at the end of 2016. Jeannette was a key member of our team, providing valuable insight and wisdom and excelled in keeping the office positive no matter the challenges we faced as a team. People with this nature are hard to find and should be celebrated when you find one. Many are either heads-down/taskdriven-typesorthe bubbly, team camaraderie-types. Jeanneatte is a natural blend of both. She and her husband, Raymond, have decided to launch their own business franchise in landscaping, The Ground Guys, if you happen to be in need. We will miss her bright smile and innovative mind, but we are also excited for them in their next adventure. Which brings me to a very poignant blog today...

de·par·ture

dəˈpärCHər/

noun

the action of leaving, typically to start a journey.

Losing a key employee is never easy but what makes it most difficult is when you suddenly recognize all the gaps after they've gone, and you haven't got a clue as to how to fill them again. Tim Parker writes some great tips in his article, "Don't Allow a Key Employee's Departure to Impact Your Business." We'll just summarize the ones that seemed most important and leave you some reading material for the rest.

1. Be sure to make time for an exit interview.It's easy to shy away from anexit interview- no one is eager to hear about who-left-who but by allowing the time to be a place for candid and honest talk, you'll get valuable feedback, and bonus - they'll feel supported in their next career move. Be sure to ask themwhythey’re leaving. If you find it's for reasons you may be able to change (generally pay/flexibility/job roles), you might find yourself cutting the interview short and changing plans!

2. The devil is in the details.Requiring employees to keep a document on-hand and up to date that describes their daily duties will take you miles ahead. It should have all tasks, websites, and documents used (don't forget usernames, passwords, and other important facts!). Get all employees to do this as a "workplace resolution" for the year - you won't regret it!

3. If the transition is a good one, try to get their help intraininga replacement.Ask the departing employee to help bring the new hire (or the colleague who will take over the position) up to speed.

4. Speak with a recruiter.Be prepared for the transition by maintaining an ongoing relationship with arecruiter.If you don’t currently have one or are looking for a change, we're here to help. We do this daily (see here for examples) and want to make sure this transition is as successful as it can be! This is especially important if the departing employee was in a high-level position.

We're excited about this year ahead and hope you all are too!

About the Author

Carissa Ryström is a consultant with Morrison, which provides business planning (including budgeting, cash flow forecasting, strategic planning), feasibility studies, interim executive CFO services, competitive grant writing, recruitment, and special projects that don't fit into any conventional category. You can contact Carissa directly at crystrom@morrisonco.net or via telephone at 530-893-4764 ext. 210.

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