How To Replace An Employee That Resign In A Pharmacy Business

A good employee resigning is an employer's greatest nightmare. Yet, it is almost inevitable. No matter how good you are and your work environment is to your employees, they must leave one day. Employees have different reasons they leave. Some leave due to a change of location, health condition, poor work environment, employer character, leaving for school, marital status, better job, etc.
From the above reason, you may think as an employer that none or most of the reasons are not genuine. But no matter the reason, employee resignation can negatively affect the business. That is why a good manager must fathom these kinds of problems and create a plan to avoid it. So what can be done to reduce employee resignation? What can an employer do to make employees stay? How to reduce the negative effect of the resignation? This and many more will be covered in this post.
How to replace an employee that resign without negative effect
Employee resign

What To Do Before Employee Resignation

Rules

When you employ anyone, make sure you set the rules right. Different from duties and responsibilities for that position, include a clause on how to resign to enjoy the full benefits of entitlement. Always sound it at staff meeting giving some details how it can negatively affect the business if employees resign without notice. Some companies demand for a verbal or written application for resignation at least two weeks before the day. That will give enough time to sort for a replacement and round up with the leaving staff. However, this is no guarantee that all employees resigning will abide by it. This is especially so when an employee gets a better offer elsewhere and expected to resume almost immediately. They always time it to coincide with when they expect to receive their salary.
Read Also: How to revive a dead community pharmacy business

Staff

It is expensive to hire a staff. It is super expensive to hire another for the same job. Although hiring two different persons to fill the same position may sound like a waste of resources, it does pay in the long run. If you have a pharmacist, hiring an assistant pharmacist is necessary. The assistant pharmacist can do the work of the chief pharmacist if the chief pharmacist resign. This transition is easy. But things can get messi if the company does not have an assistant for that position. It takes time to recruit. It take another time for the new recruit to blend in to fill the vacancy open by the leaving employee.
If the company could not employ assistant for each or key positions, then the duties and responsibilities of each staff can can flow into each other. It should no longer be a strict job description. Each staff should be able to learn and do what the other staffs are doing. That way when one leave, the others can take over until a replacement is found.

Rotate Staff

For community pharmacy that have more than one outlet, it is easy to get a replacement. That is if it is done right. Community pharmacy that have more than one outlet having some group of staff for each outlet can run into trouble if one resign. If there is no backup staff to carry on with the jobs, it can create a hole in the business. Since the company have other staff in other outlets with similar roles, having assistant staff will not be necessary. When a staff member leaves, old staff from the other branches can fill up the space while using time to sort for new staff.
But in other to achieve such a feat, the old staff from the other branch have to be conversant with the branch with shortage of staff before hand. To achieve this, all the staff can be rotated within each branch to acculturate with the branch. When one leaves, the others can equally fill in for their place before management find a replacement. Although, there is a problem with this method. Rotating staff around different branch can affect the business as many patients like to associate their healthcare to a set of health care providers. Rotating faces can affect how patients interact with the new faces.

Lookout For Signs

An employee that plans to leave will leave visible signs unknowingly. For example, if a staff start asking for more off days, it is a sign that they may be going for interviews. Some of these offs may be their official off but on a different day they are supposed to be at work. They may start calling for more sick leave. Their dressing may be like those going for interviews. That is because they may rush out from an interview and go straight to work because they don't have time to change to office wear. They may even come late.
They suddenly lose interest in the job. Their level of productivity may reduce. They may start complaining about everything or simply accept anything just to let time pass by. Same too is their argument. They refrain from discussing about their future plans with the company.
However, most of these traits are only exhibited by those employees who intend to resign for reasons they believe the employer will not be happy with.

Recruitment

If you want to recruit, there maybe many options to choose from. To help the company back to winning ways, other staff may introduce their relatives or friends to fill in vacant positions. Such kind gesture is positive for the company since some people work output or productivity increases when they work with familiar faces. But if one of them wants to quit the job, it can send a signal to the other to consider quitting. Losing two staff at the same time in a small community pharmacy can destroy the business. So it is advisable to think before you act when giving out employment.
Always watch out. When one employee leaves, it can influence the mind of others to follow suit. It becomes worse if the ex staff keeps giving the other staffs fairy tales about their new job. They may start poisoning the minds of the other staff describing some benefits they started enjoying as they left. As a manager, it is important to keep your staff posted as to how much you value them. That is the only way to avoid mass exodus.

Act Like A Boss

Don't get upset with whoever is leaving the company. Find out why they want to leave. The reason may open up an opportunity to see what other staff are enduring and can push them to leave with time.  The reason may need some adjustments from you. Wish the person luck as they move over to another phase of their life. Remember, the other staff are observing how you handle the situation. If you treat the person badly, it will influence what they will do when they want to leave and how.
Read Also: How to get money to start a pharmacy business
Don't portray the person as a bad employee or use derogatory comments. Make them feel wanted and love as they plan on leaving. It can change their mind depending on what is happening. Even if it does not, it sends a message to the other staff that they may also be special in your eyes even though you have not have told them so.
Hold a brief meeting with all the staff. Break the news to them about the resignation, why the resignation and when. You can send a message to other staff not around about the employee. Appreciate and thank the leaving staff for the journey so far. Open the floor for the other staff to say their mind. Also make the resigning employee give personal speech if possible. Make sure you pay for their take-offs.
Note: terminate the employment relationship immediately if the employee is a threat to staff and the company. Kindly escort the employee out of the company immediately.
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