Priorities and steps to mitigate the impact of your employees’ rapid departure

Priorities and steps to mitigate the impact of your employees’ rapid departure

The departure of a performing and tenured manager might confuse organizations, especially health facilities, depending on the departing employees’ rank, duties, and responsibilities. However, effective mitigation plans to limit the impacts of employees’ departure are essential for the continued production of quality products and services by health facilities (Johnson, 2018). One of the strategies to limit the impacts of departures is identifying existing employees’ skills, especially those that positively impact the organizations’ performances. In the presented scenario, for instance, the first mitigation is to identify and correctly interpret the skills of the departing manager and how such skills contributed to the growth and development of the health facility. Besides, the impacts of such skills in enhancing the production of the health facility should be a concern for the Human Resource Department.

Mitigating the impacts of employees’ departure requires identifying the reasons for such departure and evaluating the working environment of the employees. As a matter of priority, the Human Resource personnel should establish a foundation to identify the reasons for the departure (Stringer, 2016). In this case, for instance, the department should make a comparative analysis of what its competitors offer the employees and work on modalities to counter such disparities effectively. In so doing, they would be able to ensure the provision of conditions, remunerations, and incentives that foster the delivery of quality health services. Secondly, the Human Resource department should identify the skills of the people with whom the departing employees had been working and examine their potential to handle the duties and responsibilities attached to the specific roles (Stringer, 2016). Apart from limiting the possible transition challenges, this step will also help to fasten the speed at which the health facility would be able to replace the departing employees.

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