January: the month of review and the most common month to analyze our lives over the past year and add the totals of gains and losses. When it comes to employment, often we discover that another year flew by, and although we were thankfully employed, we have not grown professionally, or something with our current situation isn’t working personally or is affecting someone we love.


How do you determine if it is grounds for resignation? How do you determine the right time to resign? How do you resign the right way?

We run a motto with the candidates that we work with: “If you can’t walk in and tell your employer you are leaving to achieve something you have already tried to achieve with them, you are leaving for the wrong reason.” This includes working hours, stress level, difficult relationship, financial compensation, commute or travel, along with pretty much anything affecting your job.

Why do we run the motto? The top candidates have the ability to understand that if they can’t communicate their issues in their present situation they will not be able to effectively communicate them in the next situation.

So, step one is to ask yourself: If I could achieve an increase in compensation/ shorter commute/ improving a relationship etc., how would I solve it?   Just like with any relationship in life, your employer will more favorably respond if you have proposed solutions, have skin in the game yourself and can work within an agreed upon timing that works for both you and the company.

Once you have step one fully thought out, step two is to pick the right time, right venue and be prepared to answer the questions the employer might have.

Most individuals, even if they are prepared with step one and step two never follow through in fear of the outcome. Reasonably so, by reason of many times the employer does not behave accordingly during or immediately after the conversation. The sister article in this newsletter for employers titled “When an Employee Needs You to Listen or They May Resign” addresses this.

Sometimes emotions are what cause an employer, or anyone for that matter, to react either positively or negatively. So, set the stage:

  • Let them know when scheduling the meeting it is for you to ask their help for a personal challenge you are facing in the workplace.
  • Start the meeting with small talk to take any awkwardness away and make sure to set the tone that this is not only “All about you”.
  • Offer multiple solutions that work so if either were selected it would solve your dilemma.
  • Give them time to process which works for them and the company and be open to an option that they may propose.
  • If a solution is not agreed upon on the spot, set a time for follow-up before leaving the meeting.

Paul J. Meyer, world renowned personal and professional development coach stresses:

“Communication – the human connection – is the key to personal and career success.”

If you are a good employee, and until this moment in time your employment there has been good or better than presently, remember a couple of things so true; “The grass is not always greener on the other side of the fence,” and in addition to proving yourself in a new employment relationship may cause a whole new set of challenges greater than the one you are trying to solve.

We are always a phone call away with a listening ear, and remember to never burn a bridge as it is “six degrees of separation” and the decisions you make today do affect your tomorrow.

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