As a Program Manager,How would you handle the sudden departure of a key team member in the middle of a critical project phase?
Assess the Impact:
Figure out how the team member’s exit affected project deadlines, deliverables, and the morale of the whole group.
Talk to Stakeholders:
Tell all the important people in the project about the leave and reassure them that it won’t have any negative effects.
It’s important to make sure that important tasks are done by sharing the leaving team member’s duties among the remaining team members.
Check for Skill Gaps:
Figure out what skills were lost when the person left, and make a plan to fill them either with people from within the company or from outside the company, if needed.
Check for Skill Gaps:
Figure out what skills were lost when the person left, and make a plan to fill them either with people from within the company or from outside the company, if needed.
Support Team Morale:
Help the people who are still on the team, thank them for their work, and let them know how to move forward now that someone has left.
Update the project plan:
Make any necessary changes to the project dates and deliverables to account for the departure.
Knowledge Transfer:
If necessary, set up an event for the departing team member to share their knowledge with their replacement or other relevant team members.
Think About Long-run Needs:
Think about how this departure will affect future projects or your staffing needs as a program manager in the long run.
