Easing the Stress of Employee Resignations and the Chain Reaction of Recruitment

It’s That Time of Year
We hate to even mention it, but we couldn’t call ourselves trusted partners if we swept it under the rug. So, let’s just say it… it’s not uncommon for organizations to experience a rise in employee resignations this time of year - immediately following bonus payouts - at least for organizations in a position to offer bonuses.

As much as it can sting, we know that if an employee was already considering leaving, whether for another opportunity, company, or to take a break, then walking away and “leaving cash on the table” wouldn’t seem like the ideal way to set themselves up for the new path they’ve chosen.

The departure of employees is an inevitable occurrence. However, the impact of employee resignations (especially multiple exits in close succession) extends far beyond the vacant positions that must be filled. It can send ripples through the organization, affecting morale, productivity, and company culture. Stress is a typical response, as the changes can pose significant challenges for both employees and employers, requiring proactive measures to navigate and mitigate.

The Search
Even if you know it’s coming, seeing resignation emails ping your inbox one after another is alarming. Apart from the bigger picture of examining a potential hit to morale and culture, managing the tactical aftermath of resignations presents challenges. Work will need to be shifted to those remaining while you decide how to manage the vacancies, inevitably causing overwhelm and potential resentment in those sticking around. If permanent redistribution of work isn’t viable or you’ve lost key players from your team, you’re facing the onerous process of finding replacements.

Recruiting and onboarding new employees is a time-consuming process that requires careful planning, resources, and time … more time than you likely have. From writing accurate and enticing job descriptions, conducting interviews, assessing and identifying candidates who not only possess the requisite skills but also align with the values and culture of your company, through to negotiating offers, the recruitment process adds another layer of stress for employers already grappling with the fallout of resignations.

You’re Not the Only One
To add some additional pressure, this is a particularly competitive time of year for hiring new talent because of the whole resignation-following-bonuses trend. Yours isn’t the only organization seeking to fill seats with the best and the brightest.

If you’ve ever been part of a recruitment process, you know it requires a lot of heavy lifting and, did we mention, time? Your time, and time of those posting the jobs, screening resumes, having initial screening conversations, scheduling and conducting multiple interviews, and making the offers. Let’s not even talk about the possibility that an offer isn’t accepted, and you are back to square one. Ouch.

You Don’t Have to Do it Alone
If you want to ease some of the burden from your team and expand your capacity temporarily, give us a shout. We have search and recruitment experts ready to assist and can provide tailored solutions that integrate seamlessly into your hiring process. Whether you need project-based assistance or prefer hourly recruitment services, we can jump in to support any aspect of the recruitment process you need. Looking for a comprehensive solution? Explore our retained search option for end-to-end support.

For more information about how we can help you and how to get started, find us here.