Raina Writes: Expecting the Unexpected Resignation

Have you ever received a resignation you weren't expecting?

Earlier this year, one of the absolute superstars in my team came and told me she was leaving. Damn.

If you’ve had this happen, you’ll know that a mixture of emotions take hold.

Even if you'll miss them and wish them well, there’s still the worry of how you’ll replace them and frustration over what you've invested.

But people leave. I’ve left jobs for a variety of reasons. And now I'm on the other side of the fence, I find myself asking if there's a better way.

So, what if employers and employees could both be more open and honest about their intentions and aspirations?

It doesn't sound too radical but it sort of is.

When candidates say they see themselves "growing with the business" during interviews, it gives us the confidence to invest. We can imagine the long-term value they’ll bring. Even if they give a different answer, we tend to overlook it if we think they have the potential to be great.

We often choose to believe employees will be with us for the long-term because it brings us comfort. But there’s nothing more uncomfortable for a leader than an unexpected resignation!

So, what can you do to foresee the unforeseeable? Here are six simple ideas:

1. Dig deep during interviews
Rather than the overdone ‘Where do you see yourself in 5 years’, drill into where their passion and motivation comes from. Ask them what they want to achieve in the role and why. If they achieve it, what comes next? Where do they want to take their career? Going in with your eyes open can avoid disappointment down the line.

2. Help them achieve their ambitions
Whether it’s promotion, becoming a director in so many years or even starting their own company, find out what they want and set milestones over the next two years that moves them towards it. Align those milestones with company goals you need them to help you achieve and meet regularly to discuss progress. It keeps everyone on the same page.

3. Keep listening
‍Don’t bury your head and assume your team are happy. Keep asking questions and listening to the answers. Create a safe space where anyone can tell you anything – especially if they’re frustrated, disappointed or worried – without it affecting their position in the company. The more you know, the more you can help and mitigate risks.

4. Understand your employees’ priorities
‍Everyone has different things going on in their lives... i.e. different situations, goals and dreams. Don’t fight against them to try and make your company top of the list – it won’t work. Instead, get to know the person, be supportive, and try to understand their reasons behind the resignation. Compassion and understanding builds trust.

5. Be prepared to change
‍While most people leave for reasons unique to them, take the time to understand whether there are frustrations that could’ve been fixed. It may be too late to prevent their departure, but you may learn something that can avoid a similar fate for others. Uncomfortable truths can save you time and money at a later point.

6. Prepare for departures
‍People come and go. The best way to maintain progress is to be be prepared for what’s to come and have a plan in place. That could be by building your network, having freelancers who can plug gaps in the short-term or even just maintaining a strong employer brand that makes hiring easier. It doesn’t hurt to have a recruitment partner you can trust too ;)

Resignations happen and that's ok. The key is making sure they're not unexpected.

Raina

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