Like it or not, the reality of running a business in today's world is that you will always have some people leaving to take up other job opportunities - no matter how great your staff retention strategies.

But the way you handle a resignation can have a direct impact on how much staff turnover you experience thereafter.

Handled the right way, a resignation is in fact a golden opportunity for you to actually reduce staff turnover. In the same way you that can profit from a customer complaint by handling it well, you can profit from a staff resignation by following the 10 tips below:

1. Treat the individual in the same way you would want to be treated throughout.

2. Don’t take it personally. They are just changing jobs, they are not rejecting you.

3. Ask them “what could we do to change your mind?” (if you do want them to stay).

4. Take a genuine interest in their new job, be pleased for them and wish them well.

5. Ensure you conduct an exit interview and find out all the reasons why they are leaving.

6. During their notice period, treat them as you would any existing member of your staff.

7. Ensure they are still contributing and learning for the remainder of the time they are with you.

8. Look at what you can learn from their resignation. What can you change to prevent others from leaving?

9. If someone does want to have a moan as their ‘parting shot’ (as they often do), do not stoop to their level, keep your nerve and remain professional throughout.

10. Sign their leaving card. Thank them for their hard work. Go to their leaving drinks and say nice things about them (even if you don’t feel like it).

Many leaders take the resignation personally and they don’t handle it the right way which in fact poisons the leaver against their business.

The chances are that the individual will keep in touch with the rest of your team and so poison them against your business too – which then only results in more problems for you down the line. Not to mention what damage they can do if they were to talk to your clients or customers as well.

By handling resignations the right way, you show your existing team what a great business they work for and minimise any disruption from the leaver.

If you take the time to understand why they are leaving, it then allows you to make some changes to prevent further people leaving.

ABOUT THE AUTHOR: Sital Ruparelia, the ?Recruitments & Retention Specialist? works with small businesses that struggle with recruitment and retention issues and helps them implement strategies proven to Find and Keep the Right People consistently.

Sital writes a FREE newsletter twice a month with tips on how to Find And Keep The Right People. To sign up now, visit http://www.authenticresourcing.com

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