It is a reality for every organization. Eventually, that employee you want to stick around forever, leaves. In many cases it is no ones fault. People leave for all types of reasons. Personal growth, better pay, and pursuing a passion are just a few of the many reasons it can happen.
You never want to try to talk the person out of the decision, but you should never let an employee leave without first talking with him and asking a few questions. As a manager or leader, there is a lot you can learn from a person who spent years at your company. Here are three questions you can ask.
How did the job live up to your expectations?
Knowing how the daily realities of the job aligned with your original description can help you sell the job better in the future. The actual daily tasks of the job do not have to change, but you will be able to better match expectations with reality for the next person in the role.
Did you have everything you needed to effectively do your job?
It can be good for your budget to be conservative when providing tools and resources; however, in the end your employees need the right systems to deliver top-notch work. Gaining an understanding of how an employee felt about the support he received gives you insight into how you should equip employees going forward.
Would you recommend working here to a friend?
While it is possible you may not get an entirely truthful answer, this question is still worth asking. If the person was a great employee, you will want them to potentially recommend the organization to members of their network. It helps to have good advocates for your company. If the job was not the best fit for this person, you still want them to be able to speak highly about working there.