How To Cover For Employees Gone For An Extended Period

Planning is important to avoid emergency responses

Tiffany Delmore
Cover for employees

1. Prepare for the unexpected through cross-team collaboration.

No single individual should hold the “keys” to anything you need to keep your small business running smoothly … not even you! In our age of high-tech, cloud-based solutions, there’s been more than one small business to face setbacks because no one thought to get Bob’s login credentials before he took off to a remote location with zero cell service.

Similarly, using the example above, at least one other person (preferably two or three) should know the ins and outs of Bob’s daily work routine. True, they may not be as highly skilled as Bob, but they at least hold a comprehensive understanding of how he gets his job done. Be sure to put a plan in place for every key position in your organization. If you have not yet begun a regular, thorough program of cross-team collaboration among your employees, the time is now.

2. Keep job descriptions and all associated procedures up to date.

No small business owner wakes up one day and suddenly decides to make it impossible to replace an underperforming employee. Similarly, no one plans to have a sudden illness or another unpredictable life event bring their operation to a grinding halt. Instead, dangerous overreliance on a single individual typically builds up over time, often unintentionally.

Additionally, a particular type lacking employee confidence finds unhealthy reassurance by viewing their position and personal performance as indispensable. Stated bluntly, your small business may have hired someone reluctant to surrender keys, passwords, knowledge, experience, and other vital information. This reluctance is why it’s wise to pay close attention to any resistance you encounter when implementing cross-team collaboration.

Job duties and responsibilities often change with the passage of time and turnover. Make collecting specific information your people use to do their jobs a regular part of your managerial duties. Most of the time, there will be little in the way of change to document month to month. That’s OK. Do the inventory anyway. Reassure staff that in addition to providing for their future vacations, you are also making sure that you are compensating them adequately.

3. Maintain a prominent group calendar.

While you can’t possibly foresee the unexpected, you can be annoyingly meticulous about tracking anticipated absences. Further, you can ensure that you remind everyone who plans to be out and when. Many small business owners mistake collecting that information for themselves but fail to share it widely. Frequently, there is an underlying assumption, especially in smaller businesses, that everyone “just knows” what’s happening.

Even if you’re 100% sure everyone is on the same page with anticipated absences, publish them widely anyway. The most straightforward means is to create a digital company calendar accessible from any device, anywhere. Review planned absences weekly to confirm and remind others if you hold team meetings. Public posting may prompt one of your employees to ask who will cover specific tasks you hadn’t previously considered.

4. Support and encourage your employees in times of crisis.

This recommendation may seem to fall outside of operational procedures, per se. Yet, it’s vital to the long-term stability of your small business.

One of the most effective ways to build up employee loyalty is to structure your company so that you can support your people. Supporting them should they face the death of a loved one, catastrophic illness, or other major life events.

When your people know they don’t need to add job-related worries to their list of concerns in times of crisis, you free them up to focus on the urgent matter. Your other employees are sure to take notice and are likelier to pitch in to help when they sense your commitment to the team.

Tiffany Delmore

Tiffany Delmore co-founded, a company helping to develop safer educational environments. She originally wrote this for

This article was originally published in the NMP Magazine September 2022 issue.
Published on
Aug 31, 2022
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