Recent statistics from the U.S. Bureau of Labor Statistics tell us that the median time employees stay at a company is 4.1 years. However, within specific teams, this number is often shorter due to internal mobility, promotions, and the ever-evolving job market.

In today’s world, where regular employee turnover, internal shifts, the Great Resignation, and cross-industry layoffs are common, many team leaders find themselves bidding farewell to cherished employees. Whether the decision to part ways is made by management or the individual employee seeking change, this experience can be exceptionally challenging, especially for the team members who remain. If not handled appropriately, departures like these can instill feelings of insecurity, lower morale, and foster resentment and distrust within the organization. According to recent Visier research, a colleague of someone who was let go was 7.7% more likely to leave as well.

So, as a manager, how can you provide the support your remaining team members need when a colleague departs?

1. Be Transparent:

Transparency is key. When employees feel that information is being concealed regarding why a change has occurred, it breeds fear about their job security and erodes trust. Address potential questions openly, balancing positivity with authenticity. Your team values candor and honesty over false optimism. Guide them in adjusting their expectations for how the team will function going forward and help them navigate the change.

Invite questions, and if you’re not prepared to answer something at that moment, assure them that you’ll follow up when you have more information. In cases where you cannot share specific details due to confidentiality concerns, communicate this honestly and emphasize your commitment to providing as much clarity and support as possible.

2. Discuss the Workload:

When a team member departs, the workload often falls on the shoulders of those who remain, increasing stress, especially for those already feeling stretched thin. As a manager, this is the time to reevaluate your team’s workload and priorities. Assess the capacity of each team member; if resources are limited, review the responsibilities of those who have left and those who remain to determine what should take precedence and what can be deferred. Not every task requires immediate attention, so select wisely and distribute projects based on capacity and skill set.

Keep your team informed about your approach and reassure them that you’re working to prevent an overwhelming workload. If you plan to hire a replacement, share timelines and clarify which projects will be transitioned to the new team member.

3. Check In:

Shortly after announcing an employee’s departure, schedule one-on-one time with each remaining team member. People cope with these changes differently, so creating space to address individual needs is crucial. Ask your team members how they’re feeling and if they have any concerns or questions. Before diving into solutions, validate their feelings and acknowledge the challenges of such transitions. Inquire about their expectations from you as their leader and emphasize your role as their advocate throughout the process. Collaboratively explore potential solutions for their concerns and outline the steps you and they can take to ensure a smooth transition.

4. Follow Up:

A few weeks after a team member departs, reach out to your team members again to gauge their well-being. By this time, initial surprise and anxiety should have subsided, and people should be adapting to the new dynamic and workloads. However, this is a crucial time for follow-up. Assess whether the concerns they raised earlier have been resolved and if any new issues have arisen that require attention. Demonstrating your continued support during this transition fosters positive morale and reaffirms your commitment to your team members’ well-being.

Supporting your team during employee departures is a vital aspect of effective leadership. Transparency, workload management, regular check-ins, and follow-ups are key components in ensuring your team remains engaged, motivated, and confident despite the challenges of change.

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