Destination Success: Employee resignations should be handled with style

Sinara Stull O'Donnell is a professional speaker and writer through Springfield-based SinaraSpeaks. She is the author of "Be The Star Of Your Life: Are You Ready For Your Close-Up?"

When I was growing up, I remember hearing our neighbor's description of how he left his jobs. He had been a sought-after engineer, but he had a short temper.

"I used to keep a typed resignation letter in the top left hand drawer," he said. "If they crossed me, I waited until everyone had left. I packed my things, pulled out the letter and left it on my bosses' desk. That was it."

That story taught me two things: I would never cross this particular neighbor, and resignation was pretty scary.

Since that time, I have found the resignation process fairly traumatic. I've always given at least two weeks notice and tried to leave everything in order. It has always been my bosses' reaction that has been, let's say, challenging.

One manager, to whom I foolishly gave two months notice, didn't speak to me for a week after I resigned.

Another burst into tears saying, "I never thought you'd let me down like this!"

My first boss was in an avoidance mode and declared, "I can't handle this. You'll have to talk to the vice president of human resources."

Another superior was gracious. "I'm sorry to see you go, but I wish you the best."

One director was initially gracious but went out of town on a vacation for the last week of my time and never called.

In one instance, my supervisor and I did not get along.

Although we were both happy I was leaving, she threw a big, awkward party for me.

Sometimes, I wish I had just left the letter in the top drawer and just disappeared.

After being on both sides of the desk during a resignation, I recommend the following if you receive an employee's resignation:

No matter how you feel, be gracious. In most cases, your employee is not leaving because he or she hates you. Most are exiting because they have received a better offer, their personal situation has changed, they see the writing on the wall (a poor evaluation) or they are burnt out on the job.

Do not take it personally. Wish them well. Even if the worker is leaving because there is a personality conflict between you, be polite.

Thank the individual for his or her time. If your worker has been conscientious, you might mention a few instances where tasks were done well. If you are happy that he or she is leaving, you can still express thanks for the time given to the company.

Clearly explain the company termination policy including when the exit interview will take place and who will conduct it; information such as continuation of health benefits and rollover of investments such as an IRA; and your goals for that employee's last two weeks including pending projects and a list of priorities to be handled before leaving;

How other employees will be informed. This is especially important if the individual has others who report to him or her.

"Leave em laughing!"

My mother used this expression when I left a company, but it also applies to the company itself.

Following are options you might implement if someone resigns.

Hold a farewell party on site or in a restaurant with either the department or the entire company in attendance. A gift or card might be given.

Serve cake or cookies in the department with everyone signing a farewell card.

Give a simple farewell card signed by co-workers.

If the employee leaves under less-than-favorable conditions, it is appropriate to make the exit professional without doing so much that it is embarrassing. You may always shake the person's hand and wish them "good luck!"

The key is to make the exit as professional as the hiring.

You need to remember that the employee doesn't owe you more than fulfilling the original contract of working for you and giving you proper notice.

It isn't personal!