The Perfect Resignation
Question: All the changes in today’s workplace has caused a debate in ours about the proper way for employees to resign. With so much communication taking place virtually, and so many people working remotely, is it acceptable to quit via text, email, or a messaging app such as Slack?
Answer: Remote working and new technology has changed the game for workplace communication. There was a time when anything less than a face-to-face meeting with an accompanying resignation letter was frowned upon. That expectation may be a relic of the past with many employees in situations where they don’t see their manager daily—or perhaps never met their manager in person.
Unless your organization has set specific protocols for resigning, it’s important to consider circumstances and preferred methods of communication—for the organization and the individual manager. When in-person meetings aren’t possible, video chats are the next best thing because they provide the opportunity for a personal dialogue. If it’s awkward to set up a virtual meeting, then picking up the phone and having a conversation would achieve the same result.
From the manager’s perspective, the personal conversation is an opportunity to understand the reason behind the resignation, and it may be an opportunity to provide a counteroffer. For the employee, that conversation helps to ensure you are leaving on positive terms which is important if there is an opportunity to return in the future.
As far as setting protocols for resigning, you may want to consider asking for a formal letter or notice of resignation for future documentation. This notice can be an email, but it should be retained (either hard copy or electronic) in the employee’s personal file. Such documentation is evidence that the person made the decision to leave, and may support the organization in future challenges—such as an employee later filing an unemployment claim.
Regarding the timing of the notification, while a two-week notice may be considered standard, be careful not to require it if your organization is an at-will employer. It could negatively impact your organization’s at-will policy. Of course, you can request a notification period to provide for the transition of work and to prepare the necessary paperwork for the individual’s termination.
So are texts and messaging apps totally out of the question? Recognizing that we move at such a quick pace, they might be acceptable in some industries as a first step or in extenuating circumstances. Sending a text during normal business hours that says I’ve been offered a great opportunity, and I need to schedule some time ASAP to discuss my resignation, could be acceptable if it fits the organization’s culture. Thereafter, every effort should be made to have that conversation and get a more formal, written resignation.
The biggest takeaway: While no organization wants to lose a valuable employee, both sides should make every effort to end the employment relationship with grace and respect.
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