Summary
In every legal team, resignations are inevitable – regardless of how valued your employees may feel. There is a lot to consider when a key employee resigns, and your first instinct may be to focus only on ensuring that the employee’s work gets done and deadlines are met, but it’s also important to make focus on long-term needs a priority, including evaluation of retention and succession plans. This guide reviews what to do to minimize risk and fill the gap quickly when you face an unexpected resignation, while also considering long-term needs and improvements for the future.
In this Practice Guide
- Six steps for responding to a departure
- How to balance present and future needs
- Sources for finding replacements
Key Insights
- How a counteroffer can change the dynamic
- The value of preserving a good relationship
- The importance of knowledge transfer
Practice Guide Download
About the Author
Other related posts
Hold On: Get a Grip on Conducting Effective Legal Holds
As eDiscovery expands to include social media, mobile apps, collaboration tools, and more, understanding and conducting effective legal holds is more critical than ever. Done properly, legal holds set the stage for efficient and accurate matter management. Conducted without direction, legal holds can become a minefield for litigants.
Why Now Is the Time for Legal Teams to Invest in Self-Service eDiscovery
This white paper reviews what you need to know about self-service eDiscovery, including the problems it’s designed to solve and the benefits it brings to the practice of law.