What should I document immediately when a key employee gives their two weeks' notice?

When a key employee gives notice, immediately document their single-owner processes — tasks only they know how to do. Prioritize by asking: "If this person disappeared tomorrow, what would break?" Focus the first three days on capturing their most critical workflows, login credentials, vendor contacts, and recurring responsibilities before time runs out.

What is the priority order for documentation?

Priority	What to Document	Why It's Urgent
Day 1-2	Processes only they own	Nobody else can do these after they leave
Day 3-5	Login credentials and access	Accounts may be locked after departure
Day 5-7	Vendor and client relationships	Context about ongoing deals or partnerships
Day 7-10	Recurring tasks and schedules	Monthly/quarterly tasks are easy to forget
Day 10-14	Edge cases and troubleshooting	The "tribal knowledge" that takes years to learn

How do you capture two weeks of knowledge efficiently?

You cannot ask someone to write documentation for everything they know in two weeks. Instead:

1. Record, don't write — Have the departing employee perform their key tasks while Glyde captures the workflow. Recording takes 5 minutes per process versus 60 minutes of writing.
2. Shadow sessions — The replacement or backup person watches and asks questions. Record these sessions.
3. "What would break" interview — Ask the employee to list every task that only they handle. This surfaces hidden responsibilities that management may not know about.
4. Credential inventory — Collect every login, API key, and admin access before IT deactivates their accounts.
5. Stakeholder map — Document who they communicate with externally (vendors, clients, partners) and the context of each relationship.

Do not wait until the last day. Knowledge transfer quality drops sharply after the first week as the departing employee mentally checks out.

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This answer is part of our guide to standard operating procedures.