Today is a somber day for me. In one year with my current organization I have lost two great employees and one less than stellar employee. Today, I've lost on of those two great employees. In talking to him this week, I've learned that the issue isn't necessarily with me, in fact, he is 'taking care of me' by ensuring that I don't lose the knowledge he has gained by running training sessions in his after hours next week with my remaining directs. Further, per his resignation letter he states the following:
Please accept this letter as official notice of my resignation. Over the last year, our team has gone through a number of crucial changes. We have had a lot of transition and change, not all of which has brought improvement. In the past, I felt motivated and empowered working alongside my leader and my team. My contributions were quickly recognized and rewarded. I feel that the current expectations, along with the constant restrictions, prevent me from doing my job to the best of my ability and prevent me from achieving professional growth. This creates a stressful and unhealthy work environment as well as frustrations within the entire organization. This was a very difficult decision for me as I have contributed so much to the network environment and developed personal connections with members of many teams over the past three years. ... I am thankful for all the opportunities that have been provided to me, and wish the team the best going forward in future endeavors. My last day will be September 30th.
Further, he did share with me during our last lunch together this week that he made the decision in order to spend more time with his son (he's a single father) and the new company offers him to work more frequently from home in addition to the increase in pay (though he was offered a raise just last week). The expectations and restrictions he refers to are indeed challenging as we seek to adopt more and more of the processes and procedures of our parent company who acquired us about 2 years ago.
So, in short, I'm bummed as a manager and I feel like I am failing big time in the retention department. This is made even worse as my manager is still gunning for the firing of another direct on my team. (separate thread) Though, to be honest, as my manager outlawed weekly one on ones with my directs I am not too surprised at this development. After all, it kneecapped my being able to spend more time with my best employee. That, and all of the operational issues that vied for mine and my directs' attention.
So, I guess my question is, what would you recommend for me as a recovery strategy to ensure that I don't lose any more of my capable directs?