Mindful Resignations

The New Year has arrived. Hello 2018!

The start of a new year means people are thinking about change: a new job, new company, a move to a new city or country or a complete career change ...this can mean resignations in your team in January/February.

As a boss I rarely welcome a resignation, even when I have a sense that it is coming.

I know attrition is an ordinary part of business life, but there is always a moment of disappointment when someone tells me they are moving on. I question my leadership and what I/we did to (dis)engage this person? I wonder, did we do enough? Should we have tried harder to motivate them, train them or expose them to new, challenging projects?

In a personalised business like Futureboard, employees are like family members. We nurture them, we grow them, and ideally we want them to stay. 

We try to have both the positive and the difficult professional conversations with team members; the conversations that we think will make a difference to our business and to their longer term development. It's not always easy and we sometimes mis-time those important conversations.

Inevitably, the better their results, the more we want them to stay. 

However strong my feelings are, I have learnt over the years that taking a mindful approach to a resignation is best. There is never any point in burning bridges.

Here is my ‘how to’ handle a resignation in a mindful way and what I do to make the situation into a positive:

1.  Take a deep breath, don't take it personally and think 'bigger picture' (don't let your ego get the better of you here)

2. Reflect on the things you did well to develop that person;

3.   Reflect on the things you did less well and how to avoid in the future;

4.   Tell the rest of your team in a timely and positive manner;

5.   Plan for a productive and effective handover;

6.   Carry out an exit interview over coffee to get honest and open feedback from the departing employee; offer them feedback too;

7.   Think about what new skills or knowledge we need in the team moving forward; this is an opportunity to freshen up the team dynamic;

8.   And finally, wish them well, take them out for a 'beer' and send them on their way.

If someone is going on to bigger and better things, then see it as a compliment that they have managed to do this by gaining valuable skills and experience through the opportunities you have given them. 

One of my professional highlights was receiving an email from an ex-employee several years after he left:

 “I wanted to say that I really enjoyed my time at Futureboard and to thank you for the opportunity you gave me. Several roles and businesses later, as I look back, I realise my role with you was one of the few where I learnt a lot and really enjoyed what I was doing! I hope you and your business is still thriving.”

Remember past employees are your future ambassadors or even clients, so treat them accordingly.

About the Author:

Katherine Travell is CEO of Futureboard Consulting; an international recruiting organisation that delivers both early careers and experienced hire recruitment projects in sectors such as: technology, telco, insurance, digital, FMCG and retail.

www.futureboardconsulting.com

[email protected] or +1 475 208 0075.