Navigating a resignation: 3 Tips for Leaders

Every hiring manager can relate to the experience of a team member coming into your office with a sheet of paper and that look on their face. You know what's coming. And you should know what's coming if you've been paying attention, or at least you shouldn't be shocked. Surprised maybe, shocked no.

Your heart might sink. It's hard to lose a great employee. Or you may feel a sense of relief. Maybe not so hard to lose someone who isn't a great fit or who isn't happy. But still, when an employee leaves a business it takes a toll on a lot of people in addition to the impact on the company. Don't make it worse. As a leader in the company the way you react to this situation and carry yourself matters.

1) Don't be cold or resentful.

The way leaders react to the departure of a team member is noticeable. If you act distant or cold, people see it. They may even talk about it. The outgoing employee may express this to others if they feel it. If you stop including them in decisions and projects you may be missing out on valuable insight they could offer. This may create fear to resign and people shouldn't be afraid to give notice if it's their time to move on. If they're afraid, you're at risk of getting little to no warning if and when they do decide it's time for their next venture. This creates a greater risk for the company and damages culture. It's just not worth it.

2) Acknowledge the emotion.

Losing someone isn't really an occasion to celebrate, but their contributions while they were on your team is something to celebrate. Show your appreciation and give people the closure they may need and a chance to say goodbye. It's important to acknowledge the emotion felt across the company. People may experience sadness, fear, envy ... relief? There are many different, sometimes competing, emotions. Don't judge people for how they feel. It's ok to feel any number of emotions. But you must be a leader and instill confidence that you will all move forward together in their absence and everything will be ok.

3) Talk.

Talk with them about their future and any advice you have to offer. Ask them for feedback and learn how they think you could make improvements. Be open with your staff in acknowledging their departure and talk about your plan moving forward whether it's recruiting to fill the position, restructuring in some way, or you're still figuring out what comes next. Be honest and open.

How we react as leaders in these moments—even if the individual doesn't report directly to us—matters more than you may think. As a leader, there is always a spotlight on you and your actions communicate a lot to your team. Your attitude influences others and telegraphs how they should feel and what they should think whether you realize it or not.

And if you're the one who's leaving your job, be considerate of the impact your decision will have in the way you communicate it. Support your team in preparing for your absence.

Yesterday I said bon voyage to an awesome team member, a colleague who has weathered storms with me. We've taught each other many lessons over the past few years and he has made a lasting impression. He will leave a gaping hole because of who he is and the team member he's been over the years. I'll deeply miss his thoughtful approach to issues, his instinct to play devil's advocate, his humor, and individuality.

But when he gave me his resignation I wasn't upset or scared. I was excited. He's been on a personal journey over the last year and he's leaving to pursue his passion and travel the world for the next year! It's an amazing opportunity that requires courage and will undoubtedly challenge him, possibly push him to his limits, but also certainly be the most rewarding experience of his life. So to him I say, "bon voyage." I know our paths will cross again someday.

*He's a fabulous writer and will be blogging throughout his travels. Follow his journey if you're so inclined: https://everymetrostop.com/wanderlust-musings/rallying-cry-upcoming-year-solo-travel/