Retaining your best team members is one of the best things you can do for your manufacturing business. However, great employees moving to retirement or better opportunities is a reality that all employers must face. The challenge lies in continuing to thrive and grow during this transition. Here’s what to do when top talent leaves your manufacturing company.

Determine the “Why” of Talent Departure

Although no two employees are guaranteed to have the same reason for leaving a company, common themes will emerge during exit interviews. Asking for honest feedback from top performers can be difficult, but these discussions yield invaluable insight. Here is how to do it:

• Thank your departing team member for all their contributions to the company and team.
• Ask them about work accomplishments they are most proud of, which parts of the role they enjoyed, and the reasons for their exit.
• Carefully review their feedback through exit interviews and surveys. Having a core set of questions is helpful.
• Identify areas for improvement to boost the company retention rate and serve your employee interests better.
• Proactively implement the necessary changes to retain top talent.

Exit interviews represent the larger idea that employers care what their team thinks and want to serve them better. You can also collect feedback from employees with an annual survey or suggestion box they can use to make anonymous suggestions for organizational improvements that ultimately boost the company’s retention rate.

Investigate the Ingredients for Top Performance

Certain personality traits may make someone more successful in their role. Wouldn’t it be nice to have some insight into what soft skills or personality traits are an asset to top performance at your company?

When you treat your team members well, they are willing to help you even when they are on their way out. Psychometric testing provides an opportunity to do exactly that by gathering their unique insight. This evaluation tool details the candidate’s background, personality, cognitive strengths, and more to help you build a profile for the role. Recruiters use psychometric tests and personality assessments to learn more about candidates to find the best fit for their unique skillset.

People Remember First and Last Meetings

The departure of elite employees should not affect your operations or relationships. Losing team members is tough, but it is important to remember their contributions and support their decision.

Ideally, the departing team member will enthusiastically train his or her replacement with the company’s assistance.

Regardless, never lose sight of the fact that professional relationships are at the heart of all businesses. Disgruntled employees who feel they were treated unfairly or punished after giving their notice will hurt your company culture and reputation.

Seize the Opportunity to Improve Your Organization

When top talent leaves your company, floundering is not an option. Lean on a recruiter to pinpoint the best candidate and you can continue with the forward momentum your business needs to grow and excel.

Recruiters facilitate the employee search, vetting and hiring process, empowering business owners, managers and others focus on what they do best.   Lean on the industry’s best to identify hardworking individuals who are likely to stay with your company and make an impact.