How to Handle If Your Hotel Manager Quits Unexpectedly

Unexpected resignations pose significant hurdles for leaders/ owners, particularly those who are unfamiliar with dealing with them.

Employees who leave abruptly can cause problems for the organization. You may feel forsaken and alone’ if you’ve learned to rely on that individual, says a clinical associate professor of management at NYU Stern.

Here are some pointers to assist you to manage your separation and making the move as easy as possible.

 Understand the procedure: It’s critical to first grasp your company’s HR policies and processes for dealing with these circumstances. Some firms’ policies require that when an employee resigns, “you cut their ID card, contact security and escort them outside, Others ask employees to complete notice period- often two weeks, but if the person is leaving for the inside role, don’t anticipate flexibility”. Stay Calm to focus on the next plan of action.

Create a worker resignation checklist: If your firm doesn’t have a well-defined resignation protocol, you may start by creating a breakdown of responsibilities for everyone engaged in the transfer. Your method should outline the responsibilities of the resigning employee, their immediate supervisor, IT specialists, and any other professional involved in the resignation process.

Things to Include in Checklist: Deactivate their PMS log-in credentials (property management system), Obtain all master keys (both electronic & hard), Obtain the given electronics, gather your chequebooks, credit cards, and other financial documents, change all your passwords, examine all cash deposits & examine the account payable. Inform your bank (the last thing you want your ex-employee to access your financials), examine the inventory, take inventory of their unfinished to-do lists, assign someone to monitor internal guests’ surveys.

Create a transition plan: When you get a resignation from an employee, you must work to build a transition plan. Their ideas on what has to be done before leaving the firm may differ from yours, therefore collaboration is crucial. This way, you’ll have a greater understanding of their usual weekly activities, projects on the table, clients they contact directly and so on. This strategy is important to establish who will take over those tasks in meantime.

Everyone should be informed of a staff member resignation: First notify HR and payroll firms, to keep workplace gossip at bay, make sure everyone is on the same page. Determine the appropriate moment, not long after an employee resigns, to tell your remaining team. Consider going one step further to inform the reason for departure.

Wish your employee best for their future: Resignations should not be taken personally; that is the nature of the industry. Remember to wish them well. Aside from that consider providing a reference for them and encouraging them to keep in touch with you. Do this even if their performance is not best on their final days with you. After all, you never know when you might need their services.