The Art of Managing Resignations - Emerging Nurse Leader

By Rose O. Sherman, EdD, RN, FAAN

A colleague recently observed that resignations are very poorly managed in her organization. Even when you try to do the right thing and give notice, the leadership in her organization makes it clear that you are no longer part of the team. Once the person has left the organization, their performance is often criticized and their reputation is diminished. This is a dilemma because we talk with professionals about how to behave when they leave a position. Our advice often includes 1) give enough notice 2) acknowledge how much you have learned 3) don’t burn your bridges. But what about organizational leaders – how should they behave and what are the consequences of acting out or acting badly when a key staff member chooses to leave.

Choose Your Response Carefully

A wise mentor once told me that a resignation should be viewed in some ways like a funeral. “How you behave – she observed – is a tribute not only to the person leaving but to everyone left behind.” I have always found this to be good advice. Once a staff member has made the decision to resign regardless of how inconvenient it is for you as the manager, how you behave says a great deal about you as a leader. It impacts how honest employees will be with you if they are considering other career opportunities and whether you are seen as someone who supports professional growth. Staff resign for many reasons some of which you will have no control over. Leaders who feel that a resignation indicates disloyalty acquire a reputation as angry and vindictive.

Five Key Leadership Behaviors

Acknowledge their contributions and how they will be missed
Ask if there is anything you can do to change their mind (If you want to)
Work with them on a transition date and any benefits they may be entitled to
Keep the lines of communication completely open
Plan a party or public acknowledgement of their contributions when they leave

Your staff will carefully watch how you respond when someone leave. Do you demonstrate grace and gratitude or do you behave in way that seems angry and reactive? Ultimately for the good of your unit or department, you want your staff member feeling good about the workplace and ready to recommend it to others that might be interested. If you stay in your leadership role long enough, you may even be surprised at how many staff often return to their former positions when they find out the grass is not greener somewhere else.