Breaking Up is Hard to Do

We all want to retain top talent, but the time may come when your superstars need to move on. It’s right for their careers, for their growth and development. But like the song says, “Breaking up is hard to do.”  Since you desperately want to keep them (for good reasons!), you try everything – money, promotions, new job responsibilities. Sometimes it works; sometimes it doesn’t.

But when it’s really time to go, what would the ideal “break up” conversation sound like?  I checked in with some superstars who moved on (a few of whom subsequently returned), and this is what I heard…

The manager should first ask why the individual wants to leave. After listening carefully, the manager should acknowledge these reasons, and then tell the employee why he wants them to stay and why he values them.

The manager should continue by asking if there is anything – anything at all – that can be done to keep the employee.  If there is nothing, the manager should tell the employee they will be missed, wish them well, and make it clear that if for any reason they want to return, please call!

At this point, when goodbye is for real, the background music changes to “I’ll Be Around.” And you will, because these individuals are that good, and you’ll always find a place for them in your organization.