Even the best employer has employees resign. No matter your work environment or your positive employee relationships, employees resign for reasons that are beyond your control. They resign for new jobs and better opportunities. 

They resign to return to school or move across the country. They leave because they want more money than you can afford to pay. Whatever the reasons why employees resign, these are the recommended procedures for employers to follow to handle the employee resignation. 

When Employees Resign 

Employees will often tell their boss first when they resign from their job. The boss needs to tell the employee that the first step in the resignation process is to send a letter of resignation to the Human Resources office. This triggers all of the end of employment events necessary in an employment termination. The boss needs to contact HR immediately to plan for a replacement employee. 

How to Act When Employees Resign 

No matter how desirable your company is as an employer, employees resign. 

Employees resign for many right reasons - and occasionally, for wrong reasons, too. Employees resign because they receive job offers that will catapult their careers when similar opportunities are unavailable in your firm. These are various reasons why employees resign. They may not be as positive for the employer. 

Employment Ending Checklist 

Following your receipt of the employee's official resignation letter, work with the employee's supervisor to make certain that the employee's last few weeks remain positive and contributing. If the employee has provided the standard and expected notice period, you have ample time to wrap up the employee's job. 

If the employee is viewed as a threat to the ongoing work and environment for your other employees, you can walk the employee to his car and terminate the employment relationship immediately.

This is fortunately, a rare situation, so you normally have the opportunity to wrap up the employee's job and pass the work to other employees while you begin the recruitment for the employee's replacement. 

Or, you may rethink the organization of the work and the department as a whole. An employee resignation is also an opportunity. 

You will also want to work on:

  1.          Planning the recruitment for the replacement employee,
  2.          Holding an exit interview with the terminating employee, and
  3.          Accomplishing each activity on the employment ending checklist 

Employment resignation can be managed so that you minimize the impact of the loss of the employee on your work flow and work environment. Handled effectively, the exiting employee leaves knowing that he or she has contributed and added value during their time in your employment. 

Encourage the employee's department to hold a recognition and farewell event for the employee before his or her last day. Follow your standard procedures in your employment ending checklist for the employee's last day

Jose joined New Frontiers in 2000 working a variety of roles from recruitment consultant to in-house recruiter and staff trainer and now General Manager. Jose has a wealth of travel industry experience having worked in travel for 8 years prior to joining New Frontiers with roles in retail and for a tour operator.