When a team member resigns unexpectedly, it’s an opportunity to reflect on your leadership approach. Start by having an open conversation with the departing member to understand their reasons and gather constructive feedback. Reassess team dynamics and identify gaps in support, communication, or workload distribution. Engage with remaining team members to ensure morale stays high and address any concerns they may have. Reflect on areas where you can improve as a leader, such as fostering growth, recognition, or collaboration. Use this moment to refine your leadership style and create a stronger, more supportive environment for your team’s success.

1. Understand the departure-Conduct an exit interview to uncover reasons for leaving and identify potential improvements in leadership or workplace culture. People resign for many reasons, 2. Reassess team dynamics-Acknowledge the resignation, boost morale, and reinforce shared values to maintain stability and trust among remaining team members. 3. Redistribute responsibilities thoughtfully Avoid overburdening others by prioritizing tasks and considering temporary or permanent replacements. 4. Update succession-Planning Evaluate gaps exposed by the resignation and refine plans for future transition

The best approach begins with curiosity. What were the reasons behind that person's departure? How did you contribute or not contribute to those areas? How can you reassure your remaining team members throughout the change? I also think it's important to look for patterns. There are always going to be changes that happen among teams, but beginning with curiosity and creating a psychologically safe space for our teams to process the changes is critical.

A leader may experience a personal setback when a valued team member abruptly leaves. But this is also the time to take stock, think things through, and improve the strategy. Analyse the underlying causes: Begin with sincere self-reflection. Was the person's workload too much to handle? Were their contributions sufficiently acknowledged? Did they feel encouraged and heard as they developed their careers? Talk openly and honestly with your staff, using anonymity if necessary, to identify any underlying problems or trends that might have influenced their choice.Consider how openly feedback flows within your team. Are people comfortable raising concerns. Consult a mentor, coach, or trusted colleague for an outside view. Realize!Restructure!

1. Schedule a meeting: Have a private, honest conversation with the employee. 2. Show you care: Express that you value their opinion and are invested in their development. 3. Get specifics: Ask what they disliked about your management style, including specific behaviors and decisions. 4. Actively listen: Listen to their concerns without interrupting. 5. Understand their perspective: See the situation from their point of view. 6. Apologize if necessary: Take responsibility for any mistakes. 7. Be thoughtful: Listen carefully and respond thoughtfully.