November is here and well underway. We all have less than two full months before we usher in a new calendar year. Somehow—with our days and weeks already jam-packed—we make time for celebrating the holidays. Accompanied with these holidays are a couple of days off to share with family and friends.

The end of the year tends to mark a time when both employers and employees reflect on the past months and typically contemplate the future. Each person has their style of doing so and for some it can be quite emotional especially if the year was a challenging one.

Is this the time of year for employers to terminate employees that they may not be in alignment with moving forward? Is this the right time of year for you as an employee to resign if you are in a role that is not the right fit?

To determine the answer to the questions above, ask yourself these questions:

Employer:

If the employee resigned today, would you fight to keep them? By asking yourself and others this question you will candidly address your internal debate as to how you should handle the relationship. How would you feel if the employee left you? If the answer is devasted, then make time to address your issues with them and define realistic expectations for the new year. If you feel relieved at the thought of not having to cope with the challenges associated with this employee’s attitude or performance, then now is the time. Many employers come to realize after they make a change that they had hung onto the devil they knew. Especially at holiday time, many employers are afraid of how others might judge them and are unwilling to make this kind of change.

Remaining afraid and hesitant to make a change as an employer might ultimately leave you to question why you waited so long to act in the first place. You will always be able to find another employee at the right time who exceeds your expectations. Your employee is freed to move onto another job that is a better fit. While it may be incredibly difficult at the moment, it’s often better off for everyone in the long run. Outside negative judgement will not be credible as long as you handle the termination professionally and the company does not owe any justly earned compensation to the individual you terminated.

Employee:

Is your discontent with your current job negatively affecting you or others relationally at work or at home? Does the situation affect your physical health? If you answered yes to this question than you need to resign sooner than later. Get back to where you can give your employer 100%. At times, employees go through relationship issues or other challenges that can cause additional stress combined with the standard holiday time pressures. This can cause employees to blame their employer. Many employees think more money would change their situation, conditionally changing their attitude about work. Employees that are positive and committed to their job—despite what else is happing in their life—are usually duly compensated by their employers. They are also supported by their employer in other ways when life’s circumstance requires provisions at work.

Regardless of your disappointment in your current employer not being your forever home, giving your best in performance, attitude, and commitment until it is the right time to resign protects your reputation while building your character.

Most employers need all hands on deck during the end of the year. The shortened work weeks, covering for those using their vacation days, and year-end cash-flow including pay-outs for holiday expenses are stresses most employees are not aware their bosses are shouldering as the final countdown to December 31st plays out.

As you evaluate your employer or employees, take time to plan your exit strategy through observation and conversation. Is there anything influencing you about this person or company that is misconstrued? We tend to listen to the voice that speaks most often and the loudest. Take time to ensure your opinion on the other is yours, and yours alone backed by fact or direct witness to unmatched values, behaviors or performance.

It is never the right timing for either party to move to separation without thinking through logistical measures that preserve the business and both parties’ mutual respect for one another.

As you evaluate your situation during the final countdown, we are always here to professionally evaluate the steps to reach your career goals. We can coach you for discussions with your employer without concern for unfair termination. Timing, attitude, and communication are key.

May your last weeks of the year be filled with peace with the path you choose.

Happy Countdown,

Suzanne Breistol

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