Can you win back top talents to your team?

When quiet quitting became a thing, it began to dawn on employers that it indeed takes more than a job offer to have a team to work with. One of the founders we hired for recently, told us during the brief that an employee had resigned, not because he got another offer, but because he wasn’t satisfied on the job. 

Kelvin, a product manager in an e-commerce tech company, resigned in 2021 and moved to Austria, where he believes there are better working conditions and he could earn more. He admits that he might have to start all over, taking steps backward in his career, but it was a better investment for him than staying back in Nigeria. On the other hand, another product manager in one of Nigeria’s leading banks canceled her plans to relocate abroad after getting an offer here in Nigeria.

“If I can earn a good income here with good working and living conditions, I’m fine,” she said. A month after she had dropped her notice, she re-negotiated to stay back on a part-time basis while combining that with a remote job at a Swedish company.

The beginning of the brain drain within African startups

Remember the Great Resignation of 2022? Especially as employees began to pitch their tents on foreign grounds? That might have been the beginning of the talent drain across industries in Africa. So, you’ve found yourself in a situation where top talents from your team are sending in their notice of resignation. Maybe for a better opportunity, pursued a new career path, or just needed a change of scenery. But the question on your mind now is: can you win them back? Let’s explore that possibility and see if you can bring those top talents back into the fold. 

Meanwhile, if you are finding it hard to get through recruitment, here’s why candidates are rejecting your job offers.

So, first things first, winning back top talents is not an easy feat. It requires careful consideration, a genuine approach, and addressing the reasons that led them to leave in the first place. But hey, it’s not impossible! Here are a few steps you can take to increase your chances of winning them back:

How to win back employees who are/have resigned 

Reflect on the reasons for their departure:

To win back top talents, you need to understand why they left in the first place. Reflect on any issues or concerns that may have prompted their decision to move on. Was it a lack of growth opportunities, a toxic work environment, or a better compensation package elsewhere? Understanding their motivations will help you effectively tailor your approach and address those concerns.

Maintain a positive relationship:

Even if your top talents have left, it’s essential to maintain a positive relationship with them. Keep the lines of communication open, engage with them professionally, and stay connected. By nurturing the relationship, you demonstrate that you still value their contributions and are interested in their success, regardless of their current employment status. Building and maintaining this rapport will make it easier to approach them when the time is right.

Show genuine interest and appreciation:

When you reach out to your former top talents, express genuine interest in their well-being and professional growth. Acknowledge their accomplishments and their positive impact during their time with your team. Show them that their contributions are valued and appreciated. This kind of recognition can be a powerful motivator for them to consider coming back.

Address the concerns and make improvements:

If some specific concerns or issues led to their departure, take proactive steps to address them. Show them that you’ve listened and taken their feedback seriously. Make improvements in areas such as career development opportunities, work-life balance, company culture, or compensation and benefits. By demonstrating that you’ve made positive changes, you give them a reason to reconsider joining your team again.

Present new opportunities:

Sometimes, talented individuals leave because they see greater opportunities elsewhere. You must present compelling new opportunities aligning with their aspirations and goals to win them back. Highlight the exciting projects, career advancement prospects, or additional responsibilities they can take on if they return. Paint a picture of how their skills and expertise can contribute to the team’s and organization’s growth and success.

Be flexible and negotiate:

When trying to win back top talents, it’s essential to be flexible and open to negotiation. They may have different expectations, revised compensation requirements, or specific conditions they want to meet. Listen to their needs and explore possibilities for compromise. By showing that you’re willing to work with them and accommodate their needs, you increase the likelihood of them considering a return.

Leverage your current team’s experience:

Another powerful tool in winning back top talents is leveraging the positive experiences of your current team members. Contact your current employees and ask them to share their positive experiences, growth stories, and why they enjoy working with your organization. Hearing firsthand accounts from their peers can be highly persuasive and make your former top talents seriously consider returning.

Give them time and space:

Winning back top talents takes time, so don’t rush the process. Give them the time and space they need to make their decision. Pressuring or rushing them into a decision may backfire and push them further away. Be patient and understanding, allowing them to weigh their options and consider what’s best for their career.

Showcase your company’s growth and success:

If your organization has experienced significant growth or achieved notable milestones since its departure, highlight those accomplishments. Share success stories, new clients or projects, and other relevant achievements. Demonstrating that your company is thriving and progressing can entice top talents who want to join a successful and dynamic team.

Revisit the offer:

When you finally make an offer to win back your top talent, make sure it’s compelling and tailored to their needs and aspirations. Take into account their desired salary, benefits, growth opportunities, and any other factors that are important to them. Show them you value their expertise and are willing to invest in their professional development.

Maintain transparency and honesty:

Throughout the process, it’s crucial to maintain transparency and honesty. Be clear about the changes made, the opportunities available, and any expectations or conditions. Avoid making promises you can’t keep or downplaying any concerns they may have. Building trust is vital if you want them to consider returning seriously.

In most cases. though, winning back top talents is not guaranteed success. In most cases, they may have moved on and found fulfillment in their new roles. So, when a top-performing employee resigns and can’t be won back, it could be a pivotal period for you to create new strategies for getting the best from your workforce (both current ones and those you’d hire in the future)

Here’s how to handle resignations from top talents

Conduct an exit interview:

Schedule an exit interview with the departing top talent. This conversation provides an opportunity to gather valuable feedback about their experience with your organization. Encourage open and honest communication to understand their reasons for leaving, areas for improvement, and any suggestions they may have. This feedback can help you identify areas to enhance the employee experience and potentially retain other top talents.

Ensure a smooth transition:

A smooth transition is crucial when a top talent resigns. Work closely with the departing employee to create a transition plan. Identify key responsibilities, projects, and knowledge that need to be transferred to other team members. Encourage open communication and collaboration to ensure a seamless handover and minimize any disruption to ongoing work.

Evaluate the impact on the team:

Assess the resignation’s impact on the team and the workload distribution. Consider whether there is a need for temporary or permanent adjustments to ensure a balanced workload. This evaluation will help you maintain productivity and prevent burnout among the remaining team members.

Address concerns and take action:

If the resignation highlights any concerns or issues within the organization, take the opportunity to address them. Reflect on the feedback received during the exit interview and consider implementing changes or improvements to enhance the employee experience. You demonstrate your commitment to creating a positive work environment by proactively addressing concerns.

Conduct a knowledge transfer:

Knowledge transfer is vital when a top talent leaves. Encourage the departing employee to document their processes, best practices, and any critical information that may not be readily available to others. This knowledge transfer ensures that the expertise and insights gained by the departing employee are retained within the team and can be accessed by others in the future.

Retain connections and maintain relationships:

Even after a top talent resigns, retaining connections and maintaining professional relationships is essential. Keep in touch with the departing employee through social media or occasional catch-ups. They may become valuable contacts for networking, collaborations, or future re-employment opportunities.

Evaluate and adapt:

Take the resignation as an opportunity to evaluate your talent management strategies and practices. Reflect on whether there were any signs or red flags that could have been addressed earlier. Assess your recruitment, retention, and employee development strategies to identify areas for improvement. Use the insights gained from the resignation to adapt and refine your approach.

Embrace the opportunity for growth:

While losing a top talent may initially seem like a setback, view it as an opportunity for growth. It allows other team members to step up, take on additional responsibilities, and develop their skills. Embrace the chance to foster a culture of learning and advancement within your team.

Review and adjust your retention strategies:

Take the resignation as an opportunity to review your retention strategies. Assess whether any common patterns or underlying issues have led to the departure of top talents. Look for ways to improve employee engagement, career development opportunities, work-life balance, and overall organizational satisfaction. Implement changes and adjustments to strengthen your retention efforts and create an environment that encourages top talents to stay.

Focus on employee recognition and rewards:

Top talents often seek recognition for their hard work and contributions. Evaluate your existing employee recognition programs and rewards systems. Ensure that you have mechanisms in place to acknowledge and appreciate the efforts of your employees. Recognize their achievements publicly, provide opportunities for growth and advancement, and offer competitive compensation and benefits. By prioritizing employee recognition and rewards, you increase the likelihood of retaining top talents and minimizing resignations..

Stay connected with alumni:

Just because a top talent has resigned doesn’t mean you should sever all ties. Stay connected with your alumni network. Engage with them on professional platforms, invite them to company events, or even consider alumni programs where former employees can continue contributing and staying connected. Alumni can become valuable brand ambassadors, potential collaborators, or even future boomerang employees who return to your organization.

Learn from the experience:

Each resignation provides learning and growth opportunities. Reflect on the reasons behind the departure and evaluate what could have been done differently. Use the insights gained from the experience to refine your recruitment, onboarding, and retention strategies. Continuously adapt and improve your processes to ensure that you attract and retain top talents in the future.

And when you still want to put in the effort to get them back, remember you are not exactly hiring them like you are hiring other employees. Here, you are winning them back to your team, and putting them in a higher (probably leadership) position makes more sense.