Handling the Tough Conversations - Resignations

Having a staff member that you trust, admire and is a star tell you they think it's time to move on can be tough.  This is a person that you have invested time and money into and now they are ready to move on.  So what do you do?

1. Be honest.  There is no point pretending that you aren't disappointed or are gutted.  Lying or trying to sugar coat your feelings is not going to achieve anything.  Let the person know how you feel without being fake.  If the persons role is going to be reviewed or let go of in the future say so.  Don't tell the person you are going to give them more money or more opportunities if you know you aren't or can't deliver.
2. Be truthful.  Let the person know what you really think of their work.  If they are a star let them know that.  If they are not such a great employee let them know that too.  You aren't perfect, your organisation isn't perfect and probably neither is the remuneration or salary package. If those three things were perfect - then why are they leaving?
3. Consider future development opportunities.  This is the part where you make them an offer that equates to a financial bonus or reason for staying.  I recommend enrolling the person into further studies or into some sort of professional development program.  That way both your organisation and the person will benefit from increased learning and understanding of the job. 

At the end of the day people have a life and a journey they are on.  Sometimes people want to stay with you because are going right.  Sometimes people want to leave.  The way you handle the leaving conversation is almost as important (if not more important) the induction conversation.

(Image: http://www.flickr.com/photos/macwagen/3351539/)