We often feel that the point an employee hands in their resignation is the point of decision making and exit.

The truth of the matter is that resignation is a far more complex process than writing an email to your boss.

To get to the point of resignation an employee goes through a process of mindset adjustment before they make the ultimate decision to hand over their resignation letter.

The first stage that is often un-noticed is what is called ‘Social Disengagement’. This is where the employee has started the process of a mindset shift and no longer shares the passion for their role, their boss, or the company. The person may still show up every day and do their work, but they no longer look for what they could be doing differently or better. They just do what they need to do.

The second stage is the ‘Emotional Exit’. This is where the employee now has no fear in showing their disengagement with their employer, and you may see increased levels of absence from work, or the employee self-isolating from people they use to have social interaction with.

The final stage, that we all see so easily is when the employee hands over their letter of resignation. By this time, it is generally too late to salvage an employee. Many companies will try by offering more money, but with the first 2 stages of ‘Exit’ embedded, the re-engagement is generally brief in nature and delivers little to no benefit to either party in the long term.

Great leaders identify stage 1 and address staff grievances at that stage and reduce staff turnover, engagement with their team, coach and develop their people and get to know their team on a personal level to help the person grow and build trust, loyalty, and respect.

If you would like further support on reducing your Company’s staff turnover, please give us a call or email us for further details.