Morris Levy joined us on this week’s episode of our podcast, Breakthrough Barriers with Damali. Mr. Levy is the owner of “The Yard”, a commercial real estate company that provides shared workspaces for technology startups and services for other enterprises. Morris has served as a guru and mentor for all the people who work with and for him. Our caller this week was curious about what would be the best practices for employers to follow when an employee has left the company willingly or unwillingly.
New life in the workplace is always exciting. A new person will give you new insights and a point of view on redefining an already existing role. Sometimes we become comfortable with our employee’s deficiencies because we appreciate the good qualities they bring to the table.
It is important to assess the employee’s strengths and weaknesses. Perhaps there are things that need to be changed on behalf of the company regarding the role of the employee, or positive traits to look for in the new hire. Remember to hire slow and fire fast.
All roles in the company should be flexible and transparent. Strong employees will always find a way to uniquely do their job, but they should be cautious as to make sure it can be done by another person. Why? Because this will give them a chance to grow into new roles, should they become available. Knowing their old roles could be easily replaced will leave employers more at ease with this change.
Morris has allowed one of his employees to do a trial run. Before hiring his new employee, he gave him the chance to spend the day with the person he was replacing in order for him to see if this was actually a position he was willing to fulfill. This could be a helpful method when looking for new hires.
Some companies may be afraid that employees that have left may try to “poison the well”. The best way to avoid this from happening is to protect the company early-on with contracts and agreements. If the employee has left in an unpleasant manner, the employer should get in front of the situation. Letting the rest of the staff know what’s up will avoid future conflict.
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