My direct just sent his resignation notice to me, my boss, and HR that he will leave in one week. I actually spent my personal time to train this direct before and when I was asked to hire a new engineer, I promoted my direct to be on my team. Now I am concerned that his resignation can cause me issues.

Can anyone please give me some advices?

Thank you in advance for your help.

svibanez's picture

People leave for all different reasons - all of which make sense in their own heads.  It doesn't always make sense to us.

I had this happen recently and, initially, it was a blow to my ego.  The person who left was one I inherited when I took on a new team.  His performance was stellar and I lobbied hard for a promotion he well deserved. His departure only a few months later hit me pretty hard but I had no choice other than to get over it and move on.  I have since hired his replacement and the results have been terrific!

As Mark tells us: embrace reality. It doesn't matter why they decided to move on, they made the decision and that's what we have to deal with.


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mlyubinin's picture
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Since management issues are often cited among top reasons why people leave, you are very likely to get this counted as a black mark in your performance.

What you could do to mitigate this:

- Gather as much information as you can about your direct's reasons for leaving. Be ethical about it!!! Remember that your direct doesn't have to give you any information on this, so the quality of information you get is as good as your relationship with them. Also, if they are leaving because of something you personally did/didn't do, they are unlikely to tell you that directly, so look for subtle hints.

- Remember, your direct's departure is a black mark for your boss too, not just you, especially if the person leaving is a visible high performer. So, be up-front and honest with your boss about the information you were able to get, unless your direct told you he's leaving because of your boss; that's probably not a good message to pass along:)

- Be proactive. If they are leaving because of something in the organization, and not because of unbelievable once-in-a-liftetime opportunity they couldn't refuse, think of what you can do (personal improvement, team changes, etc.) and what your company could do to prevent similar departures in the future. Make it actionable, start on the personal/team stuff, and discuss with your boss both what you're doing personally and your proposals for the organization.

Hope this is helpful. Good luck!

hiddendragon's picture

Thank you very much for all of your advice. 

My direct told me and my HR that he left my company for more money. He did say that he really appreciate what I did for him.

My upper management is not happy with my direct because he gave only one week notice and in fact, my direct actually has always asked for more money each year before he joined my team. They even told me that they do not want my direct to send any goodbye email. 


What is happening now is certainly not ideal but I will move on. I only wish I could find this site and its podcast much earlier.