In the workplace, people tend to gravitate towards certain individuals that excel in their performance. In many cases they are charismatic people that make others feel good about themselves, push the organization beyond its comfort zone, and are responsible for a significant portion of its success. 

Sadly, it’s hard to keep these types of gifted individuals for too long at the same company. They move on to new opportunities that can provide greater challenges, more prestige, more money or all of the above. When they leave—and many times it happens suddenly—what should you do? How do you replicate the energy and enthusiasm they brought to your organization?

Manage the announcement well

Before the superstar leaves, put them to one final good use: have them help you break the news to the rest of the team. The announcement should not be hastily prepared. Take your time. Make sure that the key points are discussed and that you and the soon-to-depart employee each say something.

The message from the departing employee should contain elements of gratitude, appreciation, reinforcement and motivation. You want the rest of the team to take away a feeling that despite this departure, things can continue to be successful. The time between your learning of the departure and the time it is formally announced should be as brief as possible. This minimizes the opportunities for gossip and innuendo.

Identify new potential leaders and help them rise to the occasion

It can be discouraging for employees when a vacuum of power and responsibility exists within an organization. The last thing you want to create is an environment where multiple people are fighting for a perceived opportunity for promotion for months. That type of tension leads to an unproductive workplace. If you plan to promote from within and no one is quite ready to step into the shoes of the departed employee, then communicate that effectively. Also communicate what will be the process for selecting a replacement, what is the timetable involved, who are the decision makers and what is the selection criteria. Assist potential replacements to rise to the occasion through mentoring.

Organize a team outing

To ensure that the team understands that the company will continue to be a good place to work, it’s best to organize a post-departure activity for the remaining members. Offsite is better—dinner at a nice restaurant, a weekend trip or some other activity of a similar scale would be appropriate. This gives everyone an opportunity to process the change in a relaxed setting while also sending the message that you value those that have stayed with the company.

Avoid using the departed employee as a reference

I once worked with an organization where a star performer left shortly after my arrival. For many months it was somewhat awkward as the person’s name kept popping up as though part of some inside information that new employees were not privy too. This isn’t a good idea. It keeps the team focused on the past instead of the future. It also makes new employees feel excluded since they have no context or experience to appreciate the references.

The damage caused by mishandling the departure can be far greater than the loss suffered due to the departure of the superstar employee. No one person is greater than the company, not even you!