What to Do When Your Employees Want to Start Their Own Business

By Kelsey Humphreys • edited by Dan Bova • Oct 13, 2014

Opinions expressed by Entrepreneur contributors are their own.

Leaders, think of your smart, driven, innovative team members. Those few at the top who streamline systems and boost morale. Would you say they remind you of yourself? Would you say they are entrepreneurial? Guess what? Some of them are. In fact, just last year Global Entrepreneurship Monitor reported that roughly between 15 and 20 percent of the workforce is engaged in running a startup. With barriers to entry and startup costs low, it’s never been easier to do so. But that doesn’t mean it is easy to accept that some of your top-talented employees are thinking of jumping ship and leaving for their own adventure.

So what’s a CEO to do?

Look for the warning signs.

Often when people are toying with the possibility of starting their own business, they are actively building up their presence. They are becoming increasingly active on LinkedIn. They are blogging more or posting more about their work on social media.
They are interacting more with client contacts or account representatives, even if only in a friendly capacity, online or in person. They are becoming more active in community organizations or industry clubs. They are reading, tweeting and sharing posts from sites covering entrepreneurship, small business, online marketing, or dream chasing, all of which market to aspiring entrepreneurs. They also are talking more about their “hobby” in person and through social-media channels.

Consider a proactive approach.

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Capitalize on their drive (and ego).

Assign them to highly visible projects or initiatives that will result in a noteworthy before-and-after case study. Hand off stalled internal initiatives to them to finish and actually launch. The key is to let them “own” and promote these projects. The more of these they have, the longer they are likely to stay – hopefully. Keep in mind, by focusing on the “intrapreneur” strategy, or having a corporate culture that keeps entrepreneurs content, people may end up staying. Google, HP and Unilever are famous for this sort of culture.

Also, nothing will push them from the nest faster than asking them to work hard for a project that is credited to “Company Team Member.” If their name is attached to a project they will put extra effort into its execution and promotion. That said, make sure the project does fall in line with the company’s needs and provides value to your business.

Publicize their solo success.

Pay Scale/Millennial Branding Workplace

Keep open lines of communication.

While employees may leave to start their own company, I suggest keeping lines of communication open. This would be the time to take on a bigger role and have a larger impact in the entrepreneur’s vision. You can mentor, provide networking opportunities or offer priceless introductions. Not only does it feel good to give back, but there could be opportunities for reciprocity.

I believe, as a former executive who had the itch myself, that we have entered a new era. Today, it is safe to assume your best employees are essentially consultants or contractors. They may only stay a few years, but in that time will revitalize departments, improve morale, solve large problems and make your company look better than ever…if you let them.