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posted by martyb on Sunday September 25 2016, @08:37AM   Printer-friendly
from the take-this-job-and... dept.

Most everybody has been there: you've decided to quit your job and now you have to inform your employer that you're leaving. So what is the best way to resign?

Turns out, there are generally seven ways in which people quit their jobs, and there are two key factors that determine whether a person resigns in a positive way or in a way that could have damaging consequences for the business, new research from Oregon State University shows.

[...] Through a series of studies, including interviews with employees and employers, the researchers found that generally, employees quit in one of seven ways:

  • By the book: These resignations involve a face-to-face meeting with one's manager to announce the resignation, a standard notice period, and an explanation of the reason for quitting.
  • Perfunctory: These resignations are similar to "by the book" resignations, except the meeting tends to be shorter and the reason for quitting is not provided.
  • Grateful goodbye: Employees express gratitude toward their employer and often offer to help with the transition period.
  • In the loop: In these resignations, employees typically confide in their manager that they are contemplating quitting, or are looking for another job, before formally resigning.
  • Avoidant: This occurs when employees let other employees such as peers, mentors, or human resources representatives know that they plan to leave rather than giving notice to their immediate boss.
  • Bridge burning: In this resignation style, employees seek to harm the organization or its members on their way out the door, often through verbal assaults.
  • Impulsive quitting: Some employees simply walk off the job, never to return or communicate with their employer again. This can leave the organization in quite a lurch, given it is the only style in which no notice is provided.

The by the book and perfunctory resignations are the most common, but roughly one in 10 employees quits in bridge-burning style. Avoidant, bridge burning and impulsive quitting are seen as potentially harmful resignation styles for employers.

In addition, the researchers found that managers were particularly frustrated by employees who resigned using bridge burning, avoidant or perfunctory styles, so employees who want to leave on good terms should avoid those styles, Klotz said.

Have any Soylentils seen employees quit in notable or epic ways?


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  • (Score: 1, Interesting) by Anonymous Coward on Sunday September 25 2016, @05:22PM

    by Anonymous Coward on Sunday September 25 2016, @05:22PM (#406317)

    I was an employee of a company that HP acquired. I did engineering support. They had a position open up for on-site support at a major client. I decided to take it because it seemed cool. I ended up putting in a lot of over-time at the client site. I was salaried, but HP billed the client by the hour. I worked 12 months worth of hours in 11 months. So HP's contract was up, there were no more hours left.

    I suggested to my manager at HP that I take vacation for the remaining weeks of the contract since they could not bill any hours anyway. They had a new contract due to start at the end of 12 month cycle and I would pick back up when that kicked in. He literally asked me, "What will you be doing for HP during those weeks?" He could not grasp that I had already generated 12 months of revenue for HP. Eventually they extended the current contract with more hours to cover the gap and my manager told me, "If you take care of us, we'll take care of you." So I continued working without taking any time off. When the end of the year came around, I got a bonus. Of $300 after tax. HP was billing my work at $250/hr. I did not feel "taken care of."

    So I negotiated with the client directly. We split the price down the middle, I started billing $125/hr + expenses and became their technical liaison to HP. HP didn't have a choice but to suck it up because the client liked me and HP had a $100M contract on the line. That was 20 years ago and I've been a contractor ever since. Ironically (or maybe not) I ended up doing the exact same on-site job as a contractor to HP for another client for a few years until HP cut me loose because their 50% markup on my rate was not profitable enough. Which was OK by me, I was able to bring my rate up to $240/hr by cutting HP out of that contract.

    That's my story. When you've got leverage use it for all its worth. Also, price is just what someone is willing to pay, it doesn't mean anything more than that.

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