Mark Fellows Partner
+44 (0)1727 738976
18th July 2022 | Mark Fellows | employment, resignation
Lots of employers are facing relationship challenges right now with the ‘Great Resignation’. Maintaining long-term relationships with those we might call the key people or the high achievers in the business, and having to manage the consequences of an increase in resignations where the relationships have not worked out for one reason or another. Sometimes the employer has done nothing wrong; the employee has just had their head turned by what they consider to be a more attractive proposition with another employer.
But unlike the dating world, where these relationships break down in the early stages the employer may have incurred an agency fee without the intended return on investment, has inevitable disruption to the business and will revert back to the frustrating prospect of having to source a replacement at additional cost.
There may be plenty more fish, but it becomes even more imperative you catch the right one.
We have some ideas as to how you, the employer, may be able to attract and retain the best talent, and improve your prospects of securing the right person, for a long-term, healthy relationship:
Finally, we are lawyers, so we have to caveat the above by saying that we cannot guarantee the above will help you find ‘the one’. Clearly there will be occasions where no matter how hard you try it is just not going to work. Good practice would suggest that the termination of the relationship should not come as a surprise, as you will have regularly discussed the concerns as and when they arise. With any relationship, it is better to address the issues as they occur, rather than letting them fester. And of course, any termination during the probationary period usually entails a shorter period of notice than if the person is outside of that period, so will enable you to achieve a financial saving.
Click here to go to the Employment team’s webpage for more information and links to articles.