If you have been around long enough as a leader, chances are you have been blindsided by a resignation. Perhaps you were so busy improving low-performing employees, that you dropped the ball investing the same energy into your talent.
Low performers or disengaged employees are expected to actively search the job market; so when the white envelope is slid across our desk, we are more relieved than surprised. Conversely, when the star of the team casually asks for a catch up; we mistakenly expect the conversation to be a project update and are sent into panic mode when they tell us they are moving on.
At this time, leaders rack their brains on how they could be blindsided by a resignation. The thought process then quickly moves to reflect on the missed red flags that the employee was restless, unfulfilled, and looker for greener pastures.
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If you have been around long enough as a leader, chances are you have been blindsided by a resignation. Perhaps you were so busy improving low-performing employees, that you dropped the ball investing the same energy into your talent. Low performers or disengaged employees are expected to actively search the job market; so when the white envelope is slid across our desk, we are more relieved than surprised. Conversely, when the star of the team casually asks for a catch up; we mistakenly expect the conversation to be a project update and are sent into panic mode when they tell us they are moving on. At this time, leaders rack their brains on how they could be blindsided by a resignation. The thought process then quickly moves to reflect on the missed red flags that the employee was restless, unfulfilled, and looker for greener pastures.
