They have their own opinions expressed by business partners.
I will never forget the day when I quit my job to adopt my startup time.
My manager’s office was above my two floors. In the morning I decided to give my notice, I pulled the stairs. It turns out, there is a lot of time to think of two destinations. Did I make a mistake? Did I lose my mind? When I climbed, my legs felt Laden, and when I reached the top, my heart was beating in my chest – and not just because of the stairs.
It will never be a scary jump in the entrepreneurship. But my manager did not give me a difficult time about the fact that I was going. He asked where I was going, and when I told him about his plans to build my product, he was suppressed, did not get angry or tried to talk to me. On the contrary: he was excited to me. We made a handshake, he wished for my fate and he told me that I was welcome back at any time.
No leader never wants to leave a good employee. But the fact is that people grow. Their goals change. And if you have created a team that you are proud of, you can’t be surprised when a big dream starts to dream. Most importantly, how do you respond when this moment comes?
This conversation with my manager got stuck with me – not just because he gave me the confidence to jump, but because he did the modeling of the kind of leader he wanted to be. Years later, when employees started leaving my company, I remembered the reaction. And I decided: I always respect the departures, encourage and open the door.
Because the way you say goodbye says everything about your culture.
Related: If someone decides to leave a valuable employee, what should you do
How do you get apart
Founders often see the departure of employees as threats or frauds – especially in the early days, when every fare feels important and every exit feels personal. But this mentality is from a brief look and, clearly, is unstable.
In fact, people will go. Sometimes this happens for a better opportunity. Sometimes this happens for personal reasons. Sometimes they are ready for something new. And that’s fine. When I lose a valuable employee, I always refer to Don Magel Roy’s wisdom Four contractsWhich I recommend reading everyone. In this, Ravis has argued for the value of not taking anything personally: “Other people do nothing,” they write. “When we personally take something, we think they know what is in our world, and we try to impose our world on their world.”
On the contrary, which I do not fully recommend, pride or frustration is burning a moment.
The way you treat someone out of someone sends a clear message to the rest of your team. If you respond with anger or cold, you create an atmosphere of fear – where people are afraid to be honest about their purposes, or even worse, growing criminals. But if you react with support and kindness, you strengthen the culture of confidence, respect and long -term thinking.
Your ex -students – yes, former students – are part of your company’s expansion story. They can refer to others, return someday or talk to you about your time with your time. This makes their arrival as important as their arrival.
Related: How to leave your job with confidence and proceed to everyone in your side histories
To guide with the mentality of progress
Like many aspects of leadership, your mentality matters.
When someone gives a notice, respond curiously. Ask what they are passionate about – not to challenge their decision, but to understand it. What are they expecting to learn or experience next? This conversation can be bright. Personally, they remind me of the ambitions and drive that causes me to start my company, and they can give valuable insights on what encouraging employees want from their next chapter.
One of the things I have learned from running my company for so long is that the closed door that looks like this is often not the case. Many people who have left the jotformation have returned, often equipped with new skills and skills they have picked up during their time. They are called “booming employees”. Writes Harvard Business Review’s Rebecca Zucker, and he is an important part of the talent pipeline, both as ambassadors to return and hire future services: According to Gallup, employees who have a positive outgoing experience are 2.9 times more likely to recommend their organization.
Such long -term thinking is a symbol of development. This means that a career is ready, people develop and relationships do not end only because the job works. This means to encourage anger, choose more curiosity than control.
And most importantly, this means that not every departure as a loss, but rather a sign that you are hiring and guiding those who are always struggling for more. It is a matter of pride.
I will never forget the day when I quit my job to adopt my startup time.
My manager’s office was above my two floors. In the morning I decided to give my notice, I pulled the stairs. It turns out, there is a lot of time to think of two destinations. Did I make a mistake? Did I lose my mind? When I climbed, my legs felt Laden, and when I reached the top, my heart was beating in my chest – and not just because of the stairs.
It will never be a scary jump in the entrepreneurship. But my manager did not give me a difficult time about the fact that I was going. He asked where I was going, and when I told him about his plans to build my product, he was suppressed, did not get angry or tried to talk to me. On the contrary: he was excited to me. We made a handshake, he wished for my fate and he told me that I was welcome back at any time.
The rest of this article is locked.
Join the business+ To reach today.