Resigning from your current role can be difficult because it can feel like a sense of failure. It can also be difficult because it means leaving a job that you may have grown comfortable in and leaving behind colleagues who may have become friends. There can also be feelings of guilt for leaving the company in a difficult situation, or for leaving your team without enough time to transition.
Resigning at a senior or C–suite level can be even more difficult than at other levels due to the increased responsibilities and expectations associated with the role. These roles often involve working in close collaboration with other executives and stakeholders, making it harder to resign without leaving a gap in the organisation. Additionally, there may be more pressure to stay in the role, as the company relies on the executive‘s experience and knowledge. Not to mention, the decision may have a wider impact on the company as a whole, making it more difficult to make the decision to leave.
Making the right decision
When making a decision on whether or not to leave an executive role, it is important to consider the current and future opportunities available to you. Evaluate the pros and cons of staying in the role, and consider how the decision will impact your career and your family. Consider the financial implications and stability of the new opportunity, and the potential for career growth. It is important to consider your personal feelings and the emotional impact of the decision. But the most important factor is timing – make this decision before you decide to accept the opportunity with your new employer or even having the difficult conversation with your employer.
Avoiding the counter offers
Taking a counter–offer as an executive may not be the best choice for a number of reasons. First, it may reflect poorly on your character and commitment to the company. Taking a counter–offer may also reflect poorly on your leadership abilities and may create mistrust among your colleagues. Additionally, the counter–offer may be made with the intention of simply delaying your departure, rather than providing a long–term solution. Accepting a counter–offer may lead to further resentment from your current employer and may create an uncomfortable working environment.
Preparing for the verbal resignation
When preparing to have the difficult conversation around resigning, it is important to be honest and direct. Be prepared to explain your reasons for leaving and provide a timeline for your departure. Additionally, it is important to remain professional and courteous, and to express appreciation for the opportunity. It is also important to be clear about any transition plans that need to be made and to be willing to answer any questions. Finally, it is important to offer to help in any way possible during the transition.
You are not obligated to tell your employer where you’re going when you resign. However, if you do decide to disclose this information, it is important to be professional and courteous. Additionally, it is important to remember that in some cases, it can be beneficial to share this information, as it can help to ensure a smooth transition and to maintain a good working relationship with your current employer.
Written Resignations
You should always follow up your conversation with a resignation letter to set expectations. A resignation letter should include the date of your resignation, the reason for your resignation, your contact information, and any transition plans. Additionally, you should express appreciation for the opportunity, and offer to provide assistance during the transition. You should also include your last day of employment, and any other relevant information, such as a request for a transfer of any unused annual leave or unpaid bonuses (if applicable).
What support can you get from your Recruitment Consultant to help you through this period?
If you’ve found your new role through a Recruiter or Executive Search firm, your recruitment contact can advise on how to prepare for the conversation in-depth and can provide guidance on the best approach. Additionally, they can provide advice on how to handle any counter–offers and provide support and assistance throughout the process. Finally, a recruiter can provide valuable advice and tips on how to transition to the new role.
Thinking about resigning but haven’t yet secured a role? Have a look at some of our active jobs here.
