When should you encourage an employee to resign?

2k views6 Comments

Director of IT in Software, 201 - 500 employees
I've been in my company for eight years and I’ve never had to fire anybody on my team. I'm proud of that because I've had employees who got offers elsewhere with higher salary, but they would stay because they felt they belonged. On our team, they are appreciated as human beings. They believe in what the IT team's trying to do, and they see the levels they can grow into. I did have some employees who learned everything we have to offer and they would tell me about accepting an offer. In those cases I’d say, "I'm sad to see you leave, but I totally understand because you've outgrown this place."
1 Reply
VP - Head of Information Technology in Software, 1,001 - 5,000 employees

The connections are more important. I always tell my people, "Our relationship is worth more than the company. It will transcend any place we work.”

Global CIO & CISO in Manufacturing, 201 - 500 employees
With a role I lost last year, I wanted to keep them because it was the only resource that I had out in France, but at the same time I was pushing them out. I said, “It's going to pain me to have to backfill that role, but if you're not seeing what you're supposed to see from the folks you're working with on a daily basis, then I will figure it out.” I helped him with anything he needed, including coaching, which I do a lot. I coach folks on building the skills and confidence to make the move they want. Who's in control of your life, what you learn and how you learn it are some of the hardest things to realize.
CIO in Education, 1,001 - 5,000 employees
When it’s really not working out for you or for them.
Director in Finance (non-banking), 10,001+ employees
Very difficult conversation, but when an employee is not successful in a position and does not seem to be able to turn things around it can be more kind to help them find a better fit in another role.
Director in Education, 1,001 - 5,000 employees
It requires a good relationship. I’ve only done it once, but my relationship with the former employee improved. We both knew it was inevitable and so I helped them move on.

They use me as a job reference.

In our case the employee had hit a wall and couldn’t move forward so a change of scenery was necessary.

Content you might like

CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.
Read More Comments
43.5k views132 Upvotes319 Comments

Community User in Software, 11 - 50 employees

organized a virtual escape room via https://www.puzzlebreak.us/ - even though his team lost it was a fun subtitue for just a "virtual happy hour"
Read More Comments
11.5k views26 Upvotes63 Comments

Yes, we’ve done this successfully8%

Yes, but it’s still in early stages71%

Not yet, but I plan to15%

No, but I’d like to6%

No, and I don’t plan to0%



Yes – very optimistic!31%

Yes – mildly optimistic.56%


I’m not sure5%


2.3k views1 Upvote