You check your phone and see a message from one of your key staff: “I need to talk to you.” You already have a feeling about what’s coming. A few hours later, they hand you a resignation letter.
Maybe they got a better offer, want to start their own business, or just feel it’s time to move on. Whatever the reason, it stings—this is someone who has been part of your business, understands the inner workings, and has contributed to its success.
But here’s the truth: People will leave. No matter how well you treat them, employees will outgrow roles, seek new challenges, or pursue personal dreams. Instead of seeing it as a disaster, smart entrepreneurs see it as a moment to reflect, restructure, and grow.
So, how do you handle a key employee leaving without letting it shake your business? Let’s break it down.
1. Accept That Growth Means Letting People Go
First things first—losing good employees is a sign that you’re hiring the right people. If they were valuable enough to be poached by another company or start something of their own, it means you attracted and trained high-quality talent.
Instead of taking it personally, support their growth while ensuring your business remains strong. When people leave on good terms, they often become future business allies, referrals, or even clients.
What to Do:
- Congratulate them and ask about their next step. Keep the door open for collaboration.
- Exit professionally—don’t burn bridges, as their network might benefit your business later.
- Use it as feedback—ask them what could have been better in your company.
✅ Real-Life Insight: A bakery owner in Lagos trained a staff member who later left to start his own baking business. Instead of feeling betrayed, she encouraged him. A year later, when she needed additional suppliers, his business became one of her key partners.
2. Prevent Business Disruptions with Proper Systems
One of the biggest fears when a key employee leaves is losing critical knowledge or disrupting operations. If only one person knows how to do a job, their departure can create chaos.
The solution? Build systems, not just employees.
What to Do:
- Document processes—Ensure key responsibilities, passwords, and workflows are written down and accessible.
- Cross-train your team—No single employee should be the only one who knows how to perform a vital task.
- Use technology—Invest in software that automates processes and reduces dependency on individuals.
✅ Example: A business owner lost their best social media manager. Because they had documented the strategy and processes, hiring and training a replacement was quick and seamless.
3. Have a Hiring Pipeline Before You Need It
Many businesses wait until someone leaves before thinking about hiring. This often leads to rushed, poor hiring decisions that hurt long-term growth.
Always be networking and keeping an eye out for talent. That way, when a key person leaves, you already have a pool of potential replacements.
What to Do:
- Always be recruiting—Even when you’re not actively hiring, stay in touch with potential employees.
- Develop internal talent—Encourage skill development among existing staff so they can grow into bigger roles.
- Consider part-time or contract workers—If you don’t find a full-time replacement immediately, explore temporary options.
✅ Example: A restaurant in Abuja lost its head chef unexpectedly. Because the owner had been mentoring junior chefs, a well-trained team member was able to step up without a hitch.
4. Protect Your Business from Unexpected Exits
While it’s important to support employees’ growth, you also need to protect your business interests. A key staff member leaving can sometimes mean taking clients, trade secrets, or business relationships with them.
To avoid major setbacks:
- Have employment agreements—Contracts should outline notice periods, confidentiality clauses, and non-compete terms (where legal).
- Keep key relationships in your hands—If a client only deals with one employee, make sure you also have direct contact with them.
- Secure your intellectual property—Ensure that business data, customer lists, and financial records stay protected.
✅ Example: A consulting firm lost a top employee who left to start their own competing firm. Because the business owner had built direct relationships with clients, he was able to retain key accounts despite the employee’s exit.
5. Turn the Exit into an Opportunity for Growth
Sometimes, a key employee leaving forces a business to innovate and evolve. It could be the push needed to restructure, refine operations, or explore new ways of working.
What to Do:
- Reassess job roles—Could their responsibilities be distributed differently?
- Consider automation—Are there tasks that can be digitized instead of rehiring?
- Use it as a chance to improve—What can you do differently to make your business stronger moving forward?
✅ Example: A digital marketing agency lost their lead graphic designer. Instead of immediately hiring a new one, they outsourced projects to freelancers, reducing costs while maintaining quality.
Conclusion: Employees Will Leave—Your Business Must Keep Moving
Losing a key employee doesn’t have to be a setback—it can be a stepping stone.
✔ Support their growth, but stay professional and keep the door open for future collaboration.
✔ Protect your business by documenting processes, training staff, and securing key business assets.
✔ Always be building a hiring pipeline so replacements are easier to find.
✔ Use exits as a moment to restructure, improve, and innovate.
Business growth means change. The key is to be prepared, adapt, and keep moving forward
