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No matter how well things are going, one email can change the rhythm of a workweek:
"Dear [Manager], I’d like to formally resign..."
Even if you saw it coming, it stings a little. Someone you’ve built with is moving on, and now you have to keep morale steady, manage workload, and plan the next move all at once.
Resignations are part of business life, but how you handle them defines your company’s culture. Here’s what smart leaders and teams do next.
First, resist the urge to react emotionally. Thank the person for their honesty, acknowledge their contribution, and schedule a quick chat. Even if you wish they’d stay, start from respect, it’s the difference between a healthy offboarding and a strained goodbye.
Ask questions, but listen more than you talk. You’ll often learn something valuable about culture, workload, or leadership.
Once the news settles, the next question is always, “Who takes over?”
Don’t rush to hire immediately. Map out the role’s key responsibilities, identify what needs short-term coverage, and assess if this is a chance to redesign the position.
Sometimes, a resignation is the nudge a team needs to evolve.
Institutional knowledge is gold and often, it lives in people’s heads.
Before the last day, have the employee document workflows, passwords, project notes, and client details. If possible, schedule one or two handover sessions for teammates.
This isn’t about control, it’s about continuity.
People notice how you handle exits. Tell the team quickly, clearly, and kindly. Avoid rumors by giving a short, respectful announcement that focuses on appreciation and next steps.
A positive tone signals stability and shows that your culture values people, not just positions.
It’s easy to feel disappointed when someone leaves, but mature organizations know that departures are a natural part of growth. Host a short send-off, write a thank-you note, or simply share a few kind words publicly.
People remember how you treated them when they left. Do it right, and you turn former employees into lifelong advocates.
Exit interviews are not just formalities, they’re feedback gold. Ask what worked, what didn’t, and what might have made them stay. Look for patterns across exits: Is it growth, compensation, leadership, or clarity?
Every resignation tells a story. Great companies listen and adjust.
A resignation isn’t always a loss. Sometimes, it’s a quiet opportunity.
It’s a chance to refresh your team, rethink how you distribute work, and refine how you nurture talent.
Handled well, this can be a defining moment, not a setback.
When someone resigns, your next move matters more than your reaction. Lead with grace, protect your knowledge, communicate clearly, and learn continuously. Because in the end, people will come and go; but culture, process, and leadership are what stay.
No matter how well things are going, one email can change the rhythm of a workweek:
"Dear [Manager], I’d like to formally resign..."
Even if you saw it coming, it stings a little. Someone you’ve built with is moving on, and now you have to keep morale steady, manage workload, and plan the next move all at once.
Resignations are part of business life, but how you handle them defines your company’s culture. Here’s what smart leaders and teams do next.
First, resist the urge to react emotionally. Thank the person for their honesty, acknowledge their contribution, and schedule a quick chat. Even if you wish they’d stay, start from respect, it’s the difference between a healthy offboarding and a strained goodbye.
Ask questions, but listen more than you talk. You’ll often learn something valuable about culture, workload, or leadership.
Once the news settles, the next question is always, “Who takes over?”
Don’t rush to hire immediately. Map out the role’s key responsibilities, identify what needs short-term coverage, and assess if this is a chance to redesign the position.
Sometimes, a resignation is the nudge a team needs to evolve.
Institutional knowledge is gold and often, it lives in people’s heads.
Before the last day, have the employee document workflows, passwords, project notes, and client details. If possible, schedule one or two handover sessions for teammates.
This isn’t about control, it’s about continuity.
People notice how you handle exits. Tell the team quickly, clearly, and kindly. Avoid rumors by giving a short, respectful announcement that focuses on appreciation and next steps.
A positive tone signals stability and shows that your culture values people, not just positions.
It’s easy to feel disappointed when someone leaves, but mature organizations know that departures are a natural part of growth. Host a short send-off, write a thank-you note, or simply share a few kind words publicly.
People remember how you treated them when they left. Do it right, and you turn former employees into lifelong advocates.
Exit interviews are not just formalities, they’re feedback gold. Ask what worked, what didn’t, and what might have made them stay. Look for patterns across exits: Is it growth, compensation, leadership, or clarity?
Every resignation tells a story. Great companies listen and adjust.
A resignation isn’t always a loss. Sometimes, it’s a quiet opportunity.
It’s a chance to refresh your team, rethink how you distribute work, and refine how you nurture talent.
Handled well, this can be a defining moment, not a setback.
When someone resigns, your next move matters more than your reaction. Lead with grace, protect your knowledge, communicate clearly, and learn continuously. Because in the end, people will come and go; but culture, process, and leadership are what stay.
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