A Great Resignation

In 2021, we witnessed the start of the “great resignation,” also known as the “talent tsunami” and as the “great shuffle.” These are catchy phrases to outline that people left their current employer for new opportunities in greater numbers than we have seen before. During the pandemic people re-thought their priorities and evaluated their careers versus how their employers were operating in the face of new safety concerns and flexible ways of working. You’ve seen the stats. In November 2021, a record?4.5 million people quit?their job. One you may not have noticed, which stumped me, was that??38% of Pastors?in the US thought about quitting in 2021.

Last year, I worked for two employers – SC Johnson and Kraft Heinz. Ergo, I was also one of those people that left an employer. I also feel like I have seen most angles of this attrition-fueled moment having resigned, had people resigned, and hired people that have quit. Being in Talent Acquisition, I have witnessed?HOW?people have left an employer and how those around them reacted to the resignation. In 2022, the numbers may flatten, or maybe this is the new normal. Either way, there is a better etiquette that folk could (and should) follow. Based on my observations, here are my thoughts…

1. Be certain you should leave. I feel that the pandemic had thrust limitations on our lives and one way to achieve a change in life is clearly through work. But before you take that plunge, ensure the move is suitable for your career trajectory, family circumstances, and life, not simply for the short term or a need for change. Consider talking to your current bosses, mentors, and trusted colleagues. I had several opportunities to leave in 2021, but I meticulously considered the leadership, the challenge, and the growth runway versus what I had.
2. Leave with grace. I counsel all people to not “burn bridges.” Operate with integrity; the world can be a small place. Handover your work and duties well, communicate to colleagues, and ‘sign off’ with your head held high.
3. Departing shots. So even when you “exit the door” gracefully, know it does not end there. I have witnessed some eccentric and egoistical behavior from leavers that many will remember and could be career-limiting farther down the road. So, I guide leavers to be thoughtful and extend that integrity beyond your final day.
4. Loathing leaders. Don’t be one. When I communicated that I was set to leave my employer, I had some rather brusque comments from colleagues and leaders that stunned me. My advice to leaders is to be gracious and respectful when people decide to leave. I understand that it may feel like a personal affront when an employee leaves, but leaders should not take so it that way. We need people to feel pride in their work and their employer – these are our best and most trusted branded advocates who will talk outside our doors. So, leaders don’t deny someone is leaving and consider celebrating what they achieved during their time with you. Show class. ?
5. Followers. When I left SC Johnson, some people were also looking for the next growth opportunity and (after vetting) for the right / personal reasons. In the spirit of operating with integrity, I was carefully communicative with my former employer, and those two people also were open about the process. It is a risk, I know. But try and do the right thing and be fair to your leader and the team you leave behind.

In essence, apply uprightness, ownership, and respect at this time if you are leaving or being left behind. Goodbyes don't have to be unpleasant nor repudiated, they are more likely to be the new norm, so let’s get better at it.?