Key Employee Leaving? Worried? What To Do!

By Author: Allan Billehus
Total Articles: 9
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When it comes to losing a key employee, very few businesses are prepared. With this being an unexpected or unplanned event would can cause disruptions to businesses.

Many owners and managers feel this is as a gut wrenching experience is losing an key employee you have worked with for so long leave your business. The parting of ways may have been on good terms with a period of handover, but it doesn’t change the fact that so much information is walking out the door with your former employee. This is just the beginning While labouring through a period of being understaffed and overworked you are then faced with the task of recruiting a new employee to fill the vacant position. This is followed by the inevitable probation and training period where, hopefully the new employee comes up to speed and is able to pick up where the former employee left off. The problem is: What exactly was it that the former employee really did? They always seemed to be busy and on the rare occasion that they were absent due to illness, there were those problems that arose that were only truly resolved when they returned and took control and ...
... ‘cleaned things up’. Find a better way To minimize the impact of situations like this on our business, there is quite a lot that can be done, which is good news. And like most truly worthwhile solutions the steps required to complete this part of your business development does take some effort on your part. There is an established path that you can follow to get your business in order and the benefits to you and your employees are much farther reaching than just minimizing the impact of key employees leaving you. The following is by no means a definitive list of what is required. You will, however, be given an idea or what is required.


Create a flexible forward thinking Organization Chart defining the positions you require in your business.
use a LAB Profile to – Find out what will makes a Key Employee

-Determine what the responsibilities are for the positions in your business.
-Employees should be assigned to relevant positions in the business based on their skill, personality, and behavior preferences.
-Key information that is critical to your business must be documented and make it available to your employees.
-Work with your employees to define what their Personality and Behavior Preference is (once you learn this we can help you find an employee that replicas these behaviors).
-Determine what job tasks that it is they do, how they do it and most importantly how it could be done better.
-As for the business systems you have identified, you need to record, optimize, and implement them.
-Monitor the uses of the business systems when you’ve assigned them to the relevant positions.

You will insulate yourself from some of the problems that occur when a key employee leave your business as long as you consistently follow these tips for all positions in your business.

The Lab Profile can help you increase your customer service, level of quality employees, employee productivity, and ATTRACT the right type of employee in job/want ad’s.

Allan Billehus MS, EdS, CRC, LPC, CAMF is an Expert on below-conscious communication and Licensed Professional counselor. He has worked one-on-one with over 3,000 individual on a variety of issues, disabilities. He has over 16 years experience as a Forensic Vocational Expert & Counselor. He is the owner of http://my-counsel.comorganization that offers Crisis Counseling, career Counseling, MH counseling, Employment Screening, Organizational Training in: Anger Management, Advanced Customer Service Skills, Emotional IQ. http://My-Counsel.com Anger Management program uses the Anderson & Anderson model that is the Gold Standard and researched based to create effective Anger Management Skills. http://my-counsel.com

Visit : http://my-counsel.com