Your reliable team member wants to leave
Example situation
The person you ask to handle urgent work says, “Every time something goes wrong, it becomes mine.” They have asked to discuss their future on the team.
Our recommendation
Ask what the person wants changed and examine the assignments involved. Decide what you can change about workload, support, pay, or development, and take other requests to the authorized person. Agree on your next action and response date.
If you are the manager
Ask about the work they value and what they want changed. “Which assignments have been added, and which of your tasks have they replaced?” Check your record of requests against their account.
If you repeatedly assign them urgent work, change how you allocate it. Reassign responsibilities, arrange coverage, or coach another team member to do it. A development assignment needs time; ask whether the person wants it before adding it.
Discuss pay, recognition, and development where they matter to the person. Recognize the specific contribution in a form the person values when you make the agreed workload change.
Tell them who will decide requests beyond your authority. Return on the response date even if the decision is pending. Ask whether the change addresses the concern. If they choose to leave, agree on a workable transition and review allocation problems affecting the team.
Questions that come up
Should I counteroffer if they are already interviewing?
Ask whether they want to stay and which concern a counteroffer would address. Check your authority and the organization's pay criteria, offer only commitments you can keep, and let them decide.
What if a raise or promotion is unavailable?
Ask which other changes matter and whether they would address the person's concern. Be clear if the organization cannot provide what they need.
The responsibility behind this situation
New Manager Guide Keep your best peopleLast Updated: